Great hiring practices bring hidden issues to light, and provide insight into questions you had not even thought to ask. But most typical hiring practices do the opposite, ignoring more information than they gather, and leaving your hiring decision up to chance. The “insight gap” is what makes an executive search firm worth their fee. It's what justifies the cost of any professional services firm.
Once they're in the workforce, many people go through life wondering.
Wondering if they are in the right job.
Wondering if they have some hidden talent or secret superpower that would burst forth if only the environment were right.
Wondering if someone with a better knowledge of career paths and the job market could help them discover their latent talent and suggest a perfect job for them.
Wouldn't that be awesome?
Candidates always ask us, "How did you find me?"
So we created a two minute video to answer the question.
For the past few weeks, I've been writing about changes in how people look for jobs. This week I interviewed local luminary Sharon Armstrong. Sharon has 20 years of experience as a human resources consultant, trainer and career counselor.
Job seekers are always curious about how search firms work. Who pays the fees? What are the differences between a contingency recruiter vs a retained search firm? Which is best for the job seeker?
First things first. You can pay a career counselor to help you write your resume, or to help you plan your search, but no search firm should ever charge you. Ever.
When a recruiter contacts you about a job, what's the best way to respond?