Why Won't that Silicon Valley Head Hunter Talk to me - part four

Head Hunters do make incorrect assumptions sometimes - can you believe it? Sometimes we are flat out wrong! We make assumptions that because you've held a bigger job in a bigger organization, you wouldn't really be interested in our smaller, lesser paying job. Especially if you have been in a Fortune 500 company like HP that the start up we're recruiting for can't afford you or you would turn your nose up at the lower profile newcomer in the space.

Sometimes these assumptions on the Head Hunter's part are correct:
* There are issues of "fit" in the transition from larger company to small
* There are issues of rewards, both monetary and other in this transition
* There are issues of influence
* There are issues of support - in most small organizations, you are it

As recruiters, we do need to question our own assumptions. And then ask intelligent questions of our candidates to ensure that we are not presuming some things that are not true. I am often surprised and amazed at the thoughtful answers I get from candidates when I ask. Often candidates have some truly great reasons for wanting to be in smaller companies, and for making transitions that may not look right to us. Often these are the things that make for truly inspired placements.

Why Won't that Silicon Valley Head Hunter Talk to Me? Part Three

There is a measure of civility missing from many of our interactions today - this is just one small example. However it is a big example if you are the candidate seeking feedback and human contact. The biggest reason I need to call you back is self-interest - I will need you some day, if not today. I will be in a position some time where I want you to call me back.

An article in the Jobs section of May 31, 2009's New York Times echoes this theme - "Be Nice to Job Seekers. (They're Shoppers, Too)". Jon Picoult also reminds job seekers to remember to respect candidates when they are in the hiring manager chair.

So keep this in mind wherever you are in the hiring demand chain - your candidates also buy your products. Show them some respect for this reason alone, if not to demonstrate your own humanity.

Why Won't That Silicon Valley Head Hunter Talk To Me? Part Two

It's not really about you at all - it's about the positions that they have job orders for. Think of the recruiter's job orders as a shopping list. If you want steak for dinner and your spouse picks up chicken at the store, neither of you is going to be happy. That's the situation that the Head Hunter is always in. People who come in over the transom as volunteers to be considered are often not what the client wants.

What can you do about this as a candidate? First, read the posted descriptions and requirements VERY CAREFULLY - ensure that you really do:
1. Want the job
2. Actually meet all of the qualifications, or at least 80% of the major ones and some of the
preferred qualifications
3. Have a crisp explanation of why you want the job
4. Are in the right geography - if it says "no relocations" - believe it
5. Meet the other requirements, whether salary, certification or other factors

Don't waste the Head Hunters time - if they tell you that you're not a fit for this position, believe them. They know where they are in the process as well as specifically what the client wants that may not have been spelled out in the requirements. This is true whether you're 50+ or not - there are often additional qualifiers that help a recruiter winnow the pool down. For example, when you're a salesperson selling in a retail environment, your experience in working through distributors may be critical for a particular position and not at all important for others.

Much more on these subjects in the next post.