Purkiss & Company : Hunting down a headhunter



Hunting down a headhunter Sunday Times June 26, 2005 by John Purkiss HEADHUNTING in the public sector has become big business. Executive search firms are involved in finding more than half of all people in top jobs, from vice-chancellors to hospital chiefs. But how does it work? How can you improve the odds that yours will be the telephone number the headhunters ring next time a lucrative job needs to be filled? Every day, hundreds of candidates send their CVs to search firms, accompanied by a one-size-fits-all covering letter. This approach often achieves little or nothing. But with a bit less selling — and a bit more marketing — you can make it on to the short list. There are hundreds of search firms in Britain, including large international companies, specialist “boutiques” and one-man bands. You need to work out which are likely to be interested in you as a candidate. A good starting point is a book called The Executive Grapevine. It lists headhunting firms and tells you the type of searches they handle. Many candidates end their research here — hence the letters that headhunters receive beginning “Dear Sir/Madam”. Some e-mails even dispense with this formality, and launch straight into a wordy sales pitch. The subliminal message from the candidate is this: “I want you to consider me for a job with a six-figure salary. But I haven’t taken the trouble to find out who you are or what exactly you do, let alone what you might be looking for.” This approach is surprising, given that practically all search firms have informative websites. They usually describe their consultants’ professional backgrounds and the kind of assignments they handle. You can also talk to friends and former colleagues about headhunters who have impressed them. Some will have first-hand experience as a client or candidate. With their permission, you can begin your covering letter with the words: “I am writing to you on the recommendation of...” Personal recommendation is one way in which headhunters filter unsolicited approaches. Most will reply immediately if the recommendation is from an existing or potential client. Some headhunters will do their best to help you over the phone. Others will invite you to meet them. If you then launch into a sales pitch you will come across as desperate and focused on a short-term transaction. It is much better to treat it as an opportunity to build a relationship. The odds are that the headhunter will not have a suitable opportunity for you right now. However, you may well be able to help each other in future. The most successful executives maintain relationships with their search consultants for years. The better your relationship, the less selling you need to do. When the search firm has a suitable assignment, your phone will ring. John Purkiss is an executive search consultant and co-author of How to be Headhunted, published by How To Books

Hunting down a headhunter Sunday Times June 26, 2005 by John Purkiss

HEADHUNTING in the public sector has become big business. Executive search firms are involved in finding more than half of all people in top jobs, from vice-chancellors to hospital chiefs.

But how does it work? How can you improve the odds that yours will be the telephone number the headhunters ring next time a lucrative job needs to be filled? Every day, hundreds of candidates send their CVs to search firms, accompanied by a one-size-fits-all covering letter. This approach often achieves little or nothing. But with a bit less selling — and a bit more marketing — you can make it on to the short list.

There are hundreds of search firms in Britain, including large international companies, specialist “boutiques” and one-man bands. You need to work out which are likely to be interested in you as a candidate.

A good starting point is a book called The Executive Grapevine. It lists headhunting firms and tells you the type of searches they handle.

Many candidates end their research here — hence the letters that headhunters receive beginning “Dear Sir/Madam”. Some e-mails even dispense with this formality, and launch straight into a wordy sales pitch.

The subliminal message from the candidate is this: “I want you to consider me for a job with a six-figure salary. But I haven’t taken the trouble to find out who you are or what exactly you do, let alone what you might be looking for.”

This approach is surprising, given that practically all search firms have informative websites. They usually describe their consultants’ professional backgrounds and the kind of assignments they handle.

You can also talk to friends and former colleagues about headhunters who have impressed them. Some will have first-hand experience as a client or candidate. With their permission, you can begin your covering letter with the words: “I am writing to you on the recommendation of...”

Personal recommendation is one way in which headhunters filter unsolicited approaches. Most will reply immediately if the recommendation is from an existing or potential client.

Some headhunters will do their best to help you over the phone. Others will invite you to meet them. If you then launch into a sales pitch you will come across as desperate and focused on a short-term transaction.

It is much better to treat it as an opportunity to build a relationship. The odds are that the headhunter will not have a suitable opportunity for you right now. However, you may well be able to help each other in future.

The most successful executives maintain relationships with their search consultants for years. The better your relationship, the less selling you need to do. When the search firm has a suitable assignment, your phone will ring.

John Purkiss is an executive search consultant and co-author of How to be Headhunted, published by How To Books