Often right – though it is illegal to do so in some countries. Yet , completely made up and neither the job nor the company exist (this is valid for recruiters who work on success fees and who have to build a “candidate pool”). For the last 13 years since I started in this profession, I heard over and over again candidates who complained that when they met their recruiter, the job “was gone
This is a tough one. HR Directors and (most) recruiters will tell you that age makes no difference, 50+ people who have lost their job will say the contrary. What is the truth? Are you really professionally finished as a 50+ for a corporate career? Alyssa from the US writes “I think the field of expertise is an important variable, and in some cases, somewhat negates the ageism. For example, my 60-year old broth
True. Headhunting is not only getting candidates from your competitors. If the headhunter has access to the hidden job market, he also has contact to its’ equivalent: the candidates that are not actively looking.
False of course. It is not the salary level or the experience but the complexity of the job that will determine whether a headhunter is needed to fill the job or not. If a job is on staff level but Hungarian, Bushman language and a Feng-Shui certification are must-criteria (no, I won’t accept this assignment) this would in theory be a search a company would want to give to a headhunter as chances to fill this j
Wrong. The proof is that 95% of the executive search firms, even the global top 5 headhunters Egon Zehnder, Russel Reynolds, Heidrick Struggles, Odgers Berndtson and Korn/ Ferry, have an expensive eRecruitment system on their homepage where you can upload your CV.