The art of being headhunted.

Here's what to do when recruiters are calling, and how to stand up and be noticed when they aren't

An executive recruiter--often referred to as a headhunter--has just called you. We hope you didn't show annoyance or suspicion and hang up the phone. If you did, you may have just severed an important career lifeline. In other words, never view a call from an executive recruiter as a nuisance call. Instead, consider it a bluebird of opportunity.

Last spring, when Deborah L. Kass gave a presentation for the Human Resources Management Association of Chicago conference, she knew it would be an excellent way to share her work with colleagues. She also knew it would lead to calls from executive recruiters. "They called me for information, to tell me about themselves and to see if I knew anyone who would be a good fit for a search they were working on," says the senior vice president of human resources for Yellow Freight System Inc. in Overland Park, Kansas. Her professional activity and involvement with organizations such as the Society for Human Resource Management and the American Society for Training and Development had given her so much visibility that she attracted at least one call a month from recruiters. Over the years, she used her relationships with recruiters to refer top-notch colleagues, find candidates for her company and, perhaps most importantly, secure a position for herself. In fact, she got her current position through an executive recruiter last year.

Working with an executive recruiter probably won't guarantee a corner office, but making the most of a headhunter's call is one of the most pragmatic steps you can take to your success. Building an effective relationship with search professionals can help you stay marketable in a changing workplace. So take the calls and take them seriously. If recruiters are not calling you, there are steps you can take to get the phone ringing.

WHAT CAN THEY DO FOR ME?

Recruiters can keep you plugged into the newest hiring trends and opportunities in your field. A 1997 Coopers & Lybrand survey revealed that more than 64% of the 171 firms polled found their executives with the help of a search firm. Recruiters help plug successful minority professionals into high-level opportunities at companies interested in reviewing a diverse pool of qualified candidates.

James S. Sampson, managing director of Sampson Associates in Oakland, California, recommends building relationships with search firms as part of a long-term career strategy. "In order to move your career forward, you must anticipate where your industry is going. A recruiter can help you do that," he says.

A search professional's expertise in an industry can also help you assess your market value. He or she can evaluate your strength and weaknesses and suggest ways to become more marketable.

RECRUITERS HAVE YOUR NUMBER

The more visibility an executive has, the more desirable that person is to recruiters--and to top companies. "Our clients are looking for people who serve on boards, are involved in professional, civic and community organizations, and show that they are exceptional networkers," says Marian H. Carrington, co-owner of Carrington & Carrington Ltd., a Chicago-based recruitment firm. Like other search professionals, she looks to speakers bureaus, professional organizations and colleague referrals for executives who will be attractive to her clients.

When you are "discovered," your name goes into a database where you are earmarked according to your skill set, experience level and related associations. If a client has an opening with specific requirements that match your background, the recruiter will call you. Once you decide to explore an opportunity with a search firm, keep in mind that the recruiter's loyalties lie with their client--the one who is paying them.

There are two types of recruitment agencies: a retained firm and a contingency firm. They differ in how they collect their fees and how they work with candidates. Retainer firms are hired to conduct a search--an exclusive assignment to fill a particular position, usually at the senior executive level. Whether or not its candidate is hired, the retained firm collects fees from the client. A retained firm will present you to only one client at a time and will often guarantee confidentiality.

Middle managers and unemployed executives looking for maximum exposure will benefit most from the use of contingency firms, which are paid only if one of their candidates is placed. They are often hired by companies that wish to recruit from a competitor and avoid "hands-off" agreements. Contingency recruitment is a volume business, so they may show your resume to as many of their clients as they deem appropriate. To ensure discretion, make sure the recruiter contacts you before sending out yours. If not, your resume could end up floating to your current employer.

Tom Rodenhauser, editor of Executive Recruiter News, says that whether the firm is paid for placement or for the value it brings to a search, you should always expect professionalism and the highest degree of confidentiality. "Don't be afraid to ask the firm about the kind of searches it does or how long it's been in business," says Rodenhauser, who advises executives to request references and proof of a firm's placement history.

"While there is no such thing as `my recruiter,' a good recruiter can become like an agent," adds Vincent L. Berkeley who landed all of his positions with the help of search professionals. Berkeley, the senior vice president of restaurant operations, U.S.A. South for Burger King Corp. in Miami and volunteer with the Sickle Disease Association and Florida Zoological Society, is considered an excellent source for executive recruiters. As an African American executive with chain store experience and numerous contacts at the senior executive level, Berkeley gets a call a once a month.

"The first time I worked with a headhunter was a positive experience was very professional--and knew when to push the right buttons and when to off," says Berkeley "Most of all, he helped me evaluate the opportunity and [recognized] that I need to look out for my own career," he recalls.

GETTING DOWN TO BUSINESS

Gather plenty of information about the firm that calls and the opportunity available, advises Monroe "Bud" Moseley, a Vice President at Isaacson, Miller, a national recruitment firm based in Boston, which specializes in minority recruitment. "We call people who we know are talented and successful. We expect them to engage us with an array of questions about the position, the company's history and corporate culture, and about our track record," he says.

If a position interests you, say so, then describe your present situation and requirements clearly. You can help the recruiter work more effectively if you have definite ideas about relocation and other industries where your talents can be used. And don't forget compensation requirements. At this point, schedule a meeting with the recruiter to get more information and ensure discretion.

As a candidate, you will join a pool of usually seven to 10 other applicants. Preliminary screening interviews ensure that you clearly fulfill the client's needs. After being judged on objective and subjective criteria, such as listening ability, candidates are then presented to the client for final selection.

When a position does not match your objectives and background, refer a colleague. "We place a lot of people based on referrals, [but] if this is not going to be an opportunity for [you], it can be an invaluable asset to people close to you who can do the job," notes Carrington. By establishing yourself as a good source of leads, you'll ensure that the recruiter keeps calling.

Keep search firms abreast of all that's happening in your career. Awards, publications and promotions all count. Kass suggests that executives seek opportunities to develop new skills and revise their resume as they gain new training and levels of responsibility. Also, ask the recruiter for interviewing and job-search advice.

NO INCOMING CALLS? NOT TO WORRY

Executives who are not contacted by recruiters are not visible enough in their professional circles. "The key to being sought out is to create a sense of urgency around yourself and your achievement. Get involved in high-profile organizations and get active in groups that give you national exposure," advises Sampson. Write articles for trade publications or speak at industry meetings. Active networking will also improve your chances of meeting recruiters in a setting that highlights your career.

If you can't meet recruiters through professional contacts, send a resume that highlights your accomplishments and reflects your interests to the firms you think will provide the best results. Include a letter of introduction summarizing, your interests and requirements.

Blanketing search firms with your resume is neither effective nor endearing. To identify proven recruiters with a track record of successful placement in your industry, Rodenhauser suggests looking in The Directory of Executive Recruiters 1998 (Kennedy Information, $44.95; 800-531-0007). Another source of recruiter information is The Directory of Personnel Consultants by Specialization (National Association of Personnel Services, $30; 703-684-0180). Also, be sure to look at our annual "Executive Recruiter Directory" (see February 1998) for a list of black-owned firms specializing in your industry, field and salary range.

RELATED ARTICLE: Do's and Don'ts of Working with Executive Recruitment Firms

Do's

* Offer yourself as a reference to talented former colleagues and employees. This is one of the ways recruiters get to know about you, your work and contacts in the industry.

* Let the recruiter know that you may consider staying if your present employer makes you a counter-offer.

* Protect your job by telling your boss that you get calls from recruiter all the time, and not to worry. You are not leaving.

* Hang up if a recruitment firm asks you to pay a fee.

* Be selective about the firms you work with and the opportunities they bring to you. A bad move can be devastating to a career.

Don'ts

* Don't contact a client company directly. Go through the recruiter until you have clearance.

* Don't be dishonest about salary, job title or education. (These things can be checked.)

* Don't be informal with the recruiter. Treat the conversations and meetings as you would any business meetings and calls.

* Don't think that the job is yours if the recruiter is calling you. A recruiter is calling for candidates. You may only get to the interview stage.

* Don't get sidetracked by a good opportunity. If a position is not in line with your career goals, you will not be making a good move.