Four Facts You Should Know About Working with Headhunters

If you are looking for a job, you can approach a headhunter to do the search for you. There are firms that cater to these needs. Here are some tips on what you should know about executive headhunters.
1) Clients pay executive headhunters for finding people to fill their vacancies.
Companies usually pay headhunters to seek qualified applicants for the job. On the reverse side, job seekers go to these headhunters to find jobs appropriate for them. As such, these headhunters assess the qualifications of the applicants and endorse them to the clients who hire them. It is important to note that clients pay these headhunters if the jobseeker lands on the desired job not the employee for the headhunters.
2) The difference between retainer and contingency search firms is important.
Headhunters are categorized as retainer or contingency firms. Both charge the client employer a fee and neither should ever charge the prospective employee. The distinctions between retainer and contingency firms are:
Retainer Search Firms:
Retainer firms are hired by clients for certain fees regardless if they can place the prospective employee on a job or not. If you are in a high-level position, looking for a retainer search firm is appropriate for you because they usually cater to people with income of 75,000 dollars and up annually. The search would likely lasts for 90 to 120 days.
The only disadvantage on hiring these firms is that your file is exclusively restricted for use. Other headhunters cannot touch your profile even if you are very qualified as long as said file is still with another headhunter. So expect that you will only be called once or twice for an interview if you are under an executive headhunter.
Contingency Search Firms: Contingency headhunters are only paid when they can find work for you. Since they are competing with other headhunters, they will submit resumes to many companies who will pay them as soon as they place you on a job. These search firms usually caters rank-and-file to middle level employees who need some exposure for jobs.
3) There are search firms who specialize and there are some who do not. 
Many headhunters are generalists. Only a few search firms specialize. Look for headhunters who cover your skills and specialize in your industry. However, generalist firms should not be ignored, especially at the higher executive ranks. These generalists have dual function of being the said generalists or may specialize from time to time.
There is an advantage of firms who specialize because you will land on a job that you like. The reason why people quit jobs is because they find the job boring and is not suitable for them at all. In this case, there is no need for you to change jobs all the time if face with such trouble.
4) Recruiters are available nationally and internationally, you could search anywhere for them.
There are negative sides of headhunting people in a different area outside the area of the company needing the job especially for the rank and file employees. Additional expenses are required to relocate the employees and housing costs may be added in the budget. However, for executives, these headhunters are open to negotiating the transfer of key personnel. There are many jobs that do not require location change like online jobs which only require you to have a computer and a fast connection.
Landing in a job requires money, time and effort. It is best to know headhunters in the area to give you more success in your job hunting.

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