Working With Headhunters

I remember the first time I heard the word “headhunter” in connection with employment. I had visions of some wild-eyed, wild-haired person running around with a spear in one hand and a cooking pot in the other, looking for unsuspecting job candidates to have for lunch.

Of course, after decades of writing about the workplace I use the term “headhunter” without worrying about shrunken heads and boiling water, but there still needs to be some education about what headhunters do, and how they can help those looking for work.

Headhunters – also known as job recruiters – spend their days looking for people to fill empty job positions. They stake their reputations (and their income) on finding the perfect employee for an employer. If they don’t deliver, then they don’t collect any money, and down the road, they may be looking for new employment themselves.

But the really good headhunters are able to match the the great employee with the right job, and everyone is happy. The employer has a good fit, the job candidate has a new job and the headhunter makes money.

But there are times when the headhunting process can go wrong. Sometimes it’s the job seeker’s fault, believing the headhunter works for them (nope…the headhunter works for the employer, much like realtors work for the home seller), or it can be the headhunter’s fault, because he or she isn’t familiar with the specific industry and doesn’t communicate well with the job candidate.

I’ve interviewed several headhunters over the years, and here are some tips they’ve provided:-

Be honest. Don’t try and exaggerate your accomplishments or fudge on your background.

Headhunters are pretty savvy — they’ll ferret out your lies and move on to someone else.-

Trust your gut. If the headhunter seems a little vague on your industry or doesn’t have a proven track record, then you may want to move on yourself. Don’t tie your reputation or future to a job recruiter that doesn’t seem like the real deal.

Communicate. E-mail the recruiter at least once a week for an update. A recruiter is more likely to keep you in mind for different positions if you are a little bit of a (nice) squeaky wheel.

While there are concerns about the job market getting tougher, most headhunters agree that employers are still looking for key workers. As long as you can make yourself appealing by understanding what your industry is looking for and how your skills and abilities can help an employer’s bottom line, then you will probably be appealing to a headhunter (unless they have salt in one hand and a fork in the other…then you should run.)

Downsizing: 7 Steps to Help Employees Cope

The November 2008 U.S. job loss report was staggering. More than 500,000 jobs shed in one month, the worst one-month job loss since December 1974. That brings the 2008 job loss total to 1.9 million.And according to a New York Times report on the job loss situation, deeper cuts will probably happen in 2009.

The HR department isn't always involved in making the decision to downsize; however, HR is in the driver's seat when it comes to orchestrating a smooth transition for everyone who's affected. And although you may not make the layoff announcement, there are many things to consider as you prepare to deal with the anger, grief, and stress often associated with downsizing.

Emotionally prepare yourself. Recognize the fact that you may grieve along with the employees. Part of this step means getting ready for the psychological effect the layoff will have on everyone, including the "survivors." Employees who are left behind are often sad and anxious because they have lost friends and are concerned about their own job security. Some feel guilty that they are still with the organization when others are gone. In addition, they will be required to do more with less, a challenge that may initially seem impossible.

Prepare for the downsizing announcement. You may not actually make it, but you will be asked to explain to the employees what to expect. Always focus on layoffs with respect and dignity. Write down what you plan to say in describing your roll in assisting the employees who will lose their jobs. Then practice out loud until you feel confident. Expect anger and sadness in response to your message. The more prepared you are, the easier your job will be, and the more helpful you can be to the employees.

Consider how you can help. In-house outplacement services can assist those who must find other work. Find out what is available in your community to meet the needs of the unemployed. Be empathetic and willing to go the extra mile in helping your laid-off population. Keep in mind that your "survivors" are watching you and the way you handle those who are leaving.

Minimize the effect of downsizing. Do whatever it takes to win back the trust and commitment of your remaining employees. Show the "survivors" how to be change-resilient; it's essential to overcoming the obstacles. Define exactly what is changing and what isn't. It's not uncommon for your "survivors" to believe that everything is changing when, in reality, most everything is staying the same. You need the "survivors" on your side more than ever now that you are, in many cases, short-staffed.

Communicate early and often. Honesty should play a major role in everything you do and say. These are the people you depend on to keep you in business. Tell them what you know and what you can share. If you aren't allowed to tell them some of what you know, try to explain why.

Be accessible to those who are left. As busy as you are, if employees feel they can't get your attention, you are in trouble. Commit to returning e-mails and phone calls, and make sure employees know when that will happen. During the time of uncertainty, the more accessible you are, the easier it will be for everyone to adjust to the changes.

Be a cheerleader. HR has a major responsibility in redesigning, training, and employee engagement, especially after a major layoff. Employees are looking to HR for guidance in filling in the gaps and getting the right people in place to do so while managing the social pressures that are inevitable with layoffs. Remain positive, set goals, and help others who are struggling with what they are being asked to do.

About the Author: Carol Hacker is an HR consultant and seminar leader who ranks among the experts in the field of recruiting and retention issues. She's the author of 13 highly acclaimed business books. Carol can be reached at (770) 410-0517 or carol@carolhacker.com.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organisation. It is one of the technological tools facilitated by the information management systems to the HR of organisations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are explained below:

• Structure and systematically organize the entire recruitment processes.
• Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications.
• Helps to reduce the time-per-hire and cost-per-hire.
• Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process.
• Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes.
• Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker.
• Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI.
• Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes.