Ask the Headhunter #4

I was in an interview and haven’t heard back from the company for two weeks. Can I call them or what should I do?

Again, this is a very typical question that I hear from candidates I’ve met with that are or have been in process for being considered for a position they have applied to directly themselves or with some “agency” style recruiter. My answer to this is a simple one – absolutely call the person you were last meeting with. When you reach them simply say you are calling to follow-up on your interview (state when that was) and want to find out what are the next steps.  week 42

 However, before you find yourself in this position “wondering what happened two weeks after your last interview” with a particular company, I would suggest that you take a couple steps during that interview that should hopefully give you a better position & standing. At the end of each interview you should always be sure to express your interest in the position, even going so far as to directly say that you believe this is the position for you and you are very interested in the company and being part of their team. Secondly, you should always be clear as to what are the expected next steps. Directly ask the interviewer, after you have expressed your interest in the position, “what are the next steps?” This not only again expresses your interest in this position, but also gives you a clearer idea as to what you can expect to happen and when.

 Of course it can and does happen, that even though you received the information as to what are the next steps, this has somehow been altered or missed in some way. So, the follow-up call with them (if there is some delay in what they said would be happening and the current situation) will be your chance again to let the company know that you are very interested in this position and clarify the situation.

 So the overall point here is “communication:

  • Cover things early (asking what are the next steps during the interview)
  • Don’t be afraid to pick up that phone to follow-up, should there be a need
  • Always be forward and express your interest in the position

 I will wrap this up by saying that this situation is different when you are dealing with a Headhunter. Your Headhunter will always be a great direct line of communication with the company they have presented you to. So if there is ever a “question” as to what is happening, again don’t be afraid to pick up that phone to call the consultant and ask. But if all is working normally, it will likely be the Headhunter calling you first to let you know about the delay before there is one and informing you what has to be done next.

Michael Rainey
Managing partner & CEO
GRN Czech Republic

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

Ask the Headhunter #2

This week Michael Rainey, Managing Partner&CEO of GRN Czech answers a new question in our column. Read and enjoy.

week 34


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

 

Question

“Dear Michael,

What is a common misconception of a headhunter?”

 

Answer

I am often faced with this dilemma, several times a week at minimum as a matter of fact. When dealing with a new or potential client, it is often the case that they confuse us with “agency” style recruiters they’ve worked with in the past. What is the difference you ask … it’s all in target audience, style, method and approach. This misconception of thinking that all “recruiters” are alike happens quite often. In fact there is a gulf of difference between how we as “headhunters” work and how the “agency” recruiter works.

The first difference is who is approached — we are mainly approaching “passive” candidates, meaning those that are not actively looking for a job. We seek out the best talent in the market for our clients, and as such we cannot rely that these people are spending their time on job boards and other postings/advertisements. We go out to find them.

Next, we are very different in style. The Headhunters “style” is much more consultative, with a longer view, resulting in longer term, repeat relationships with both the candidates & clients we work with. With that said, our methods used in approaching and working any assignment are also quite far apart. A headhunter’s methods are more consultative and precise. We take the time to map out a market, keeping in touch with key figures and always keeping abreast of developments, trends and movements; giving real added value to both our clients and the candidates we work with.

Last is approach; I believe that our firms view, taking a “long term view” sums up how most Headhunters approach the markets they work in. Sure we all make money on placing talent with the client, but in our case, we are much more concerned with the fit, career development and culture than an agency recruiter is. In the end, we only have our name and reputation in the market and in no way would we risk either for the sake of a placement. We value our clients and candidates too much to risk losing their trust and continued business.

 

Interview with Jakub Fiala, the Managing Director of GRN Czech and an experienced headhunter. PART I

                                                                      

GRN Czech

Mr. Jakub Fiala, Partner & Managing Director at GRN Czech

Let us present you the first interview from the series “Conversations with Professionals”. This interview was conducted with Mr. Jakub Fiala, Partner & Managing Director at GRN – Global Recruiters of Czech Republic. 

Mr. Fiala has been working as a headhunter for over 6 years, serving a variety of industries on both domestic and foreign search projects. His experience includes FMCG, consumer electronics, engineering, retail, medical, media and consulting industries. Apart from his recruitment projects, he is also responsible for the team expansion, training and productivity and for other operational issues.

In the interview, he elaborated in particular two issues : his work as a headhunter as well as important steps in a successful job search: writing a CV and a cover letter. According to this order, we divided the interview into two parts.

I “Being a headhunter”

Why it is beneficial to use headhunting services? How does this job look like?

“Perform well and do not forget about networking” 

  • Jakub, you are a headhunter with over 7 years experience. Could you describe how the work of headhunter looks like? What kind of people do you usually look for?
    • Our clients usually use our services for positions that are hard to fill via traditional means, such as advertising. A headhunter maintains an active network of specialists in his or her field of focus, keeps in touch with them and is aware of their goals and future needs, which he or she matches with the needs of the client when there is a fit. Of course, it is impossible for anybody to just know everybody in the market, so a big chunk of a headhunter’s workday is finding new contacts and establishing new relationships – be it with future clients or candidates.
  • Why does your work make people better off, especially when compared to others, who do not use headhunting services?
    • There are two ways to look at this – from the perspective of our clients and from the perspective of the candidates we work with. Our clients are always better off using headhunters because we enable them to have a full-scope overview of the labor market when recruiting for a position. That means that we can reach out to individuals that would not be approached or normally reached via other means and even in cases when the client company does not actually hire candidates coming from us, it gives them an extra comparison of the wider talent possibly available, not to mention other valuable information, such as the range of salaries on that particular position in the marketplace, what is the perception of their company among potential candidates, etc. Due to our very detailed approach we also present not only top qualified candidates with a proven track record of success in what they are doing, but also individuals that are pre-sold on the company and the position – people that are committed to the challenges that our clients have to offer. We also pay very close attention to personality fit as well – since that is what makes the most solid base for a truly synergetic partnership.
    • The candidates we work with are also being given a strong advantage in the marketplace. First of all, when they are not looking for a new position, they are still being informed of new positions as they come up, ones that match their criteria for a brighter future and giving them  a chance to be presented to opportunities they would miss otherwise. Secondly, when they are being presented to the client company, we usually present their profiles directly to the decision makers and we can provide them with more detailed feedback that they would not likely have been given otherwise. Due to the nature of our job, we also provide them with career coaching to an extent as well.
  • If it is so beneficial for people to be found by a headhunter, what should they do to attract headhunters’ attention?
    • First of all, perform well. Most of the people that headhunters work with are being contacted based on referrals from other contacts of the headhunter and in general people tend to endorse others based on their previous experiences with the individual. Secondly, networking is essential as well – the more people you know, the more likely it is that somebody will pass your contacts. In today’s market, social networks are a really great tool to keep in touch with people and eventually reach out to new contacts.  So I would strongly recommend that a modern professional have at least a profile on Linkedin.com .

(to be continued)

Interview was conducted by Joanna Kielak,
Marketing Project Coordinator at GRN Czech