Ask The Headhunter #1

From now you can find our well-known Ask The Headhunter column not only on Facebook, but here on our Blog too!



Michael Rainey managing partner, CEO and professional consultant of GRN Czech answers all questions received from the audience.

If you you have anything in mind that you would like to ask from us or if you would like to give us some feedback regarding our social media pages, don’t hesitate to leave a reply below the article or send it here!


What’s a typical day like for a head hunter?



An average day in the office starts around 7:45 – 8:00, settling in, getting coffee/tea and the reviewing the news both here in Czech and around Europe; reading to see about any current developments or events is essential since they affect not only our business but that of our clients. It’s also useful to also have a look at any market trends developing or changing that could or might affect how we work. Next, is having a quick look at new e-mails – but only acting on those things that require immediate attention for the morning, otherwise it is dealt with in the afternoon.

Around 9:00, is a brief team meeting, where we discuss any important issues pending, address any needs someone on the team has, etc. Then it is individually sitting down and reviewing the current search assignments we have open & the list of calls that should be made for the day (to find the candidates needed for the particular search). This “call list” is made using research previously done, direct contacts the recruiter has and possible sources/leads developed.

From 9:30 – 11:30/11:45 is time reserved for make the calls and e-mails needed to reach the potential candidates for the particular open assignment(s); first calling candidates to follow-up with them, and then to those people who we want to approach and speak with further about the particular assignment being worked on. These “calls” are essential to our work as a headhunter, as it is here that we make the difference. Using a direct search method (not advertising), we are approaching people that are for the most part “passive” candidates, meaning they are not actively seeking a job. These are not people positing themselves all over the internet and on the numerous job boards nor ones that are busy answering advertisements. Instead, the typical candidate that we place is most often already working and doing well in their current role and only due to our contact is their interest peaked. After this initial contact/approach with the potential candidate, we then explore where they are in their career, decide if our “opportunity” is a relevant possibility for them to consider — and if so — then arrange meeting with them to further discuss things. We are never “stealing” anyone from their current company (on the contrary, if we see that the opportunity we are speaking to a candidate about is not right for them or their current situation, we would never push that further.) We are partnering with the candidates we work with, showing them that we are not just talking to them now, but that we are also there for them anytime in the future when they are at a career crossroads. We are there for a candidate over their whole career — not just for an immediate role we want to place them into now.

Then usually around 12:00/12:30 is lunch. Then from 13:30 – 16:00 is the time we use to make those follow-up calls from the morning, checking and answering e-mails and of course taking any meetings with candidates or clients that have been previously set.

Finally around 16:00 – 18:00 is the time used to take care of anything that is still needing immediate follow-up, making plans for tomorrow’s work day – which includes research, to-do lists and action plans.

Though we might be leaving the office around 18:00, many times it is then off to a business event, a mixer or even a dinner with a client or candidate that could not meet earlier. Life as a headhunter is networking and meeting with people and so it really doesn’t “turn” off. You really have to love what you do in this business; you need to enjoy being around people, helping people with and in their careers, helping companies attract the best talent in the market, and taking great pride in knowing you are bringing true value to both companies and candidates.

Michael Rainey

Conversation Extenders

One of the characteristics of a good recruiter is curiosity – a compelling internal need to know what’s going on and why. This curiosity can be developed and nurtured. By asking curiosity based questions, the recruiter is demonstrating interest in the other party, thereby increasing trust. (After all, they realize that if you know them better, you are better able to serve them). Extending the conversation has other benefits, such as increasing the recruiter’s overall knowledge of the situation, the company’s situation, the likelihood of fill (or placement, if you’re talking to a recruit). You also increase your odds greatly of hearing about more openings, both from the candidates and from the HM’s you’re talking to. And also you increase your odds of getting referrals both to other companies and to other potential recruits. After all, you increased trust by doing something that few other recruiters have done – indicate interest!

Here are some of the examples how to extend a conversation:

Oh, really…tell me more.
Can you give me an example?
How does that affect your department?
How does that affect you?
What do others think of that?
What do you mean when you say….
When did that start?
Could you just talk more about that?
Would you go into a little more detail about….
Why is that important?
Why is that an issue?
Does that affect your productivity?
What affect does that have on your bonus?

This article is a GRN Corporate property.
Prepared by Deni Jelinčić, Social Media Project Coordinator