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Search Firms To the Rescue
by C. Berger Group, Inc.
A good job market or a shortage of qualified professionals impacts an organization's recruiting efforts, often requiring them to contract outside help. An executive recruiter or search firm is always an asset for them, but more so when the candidate search and interview process would be lengthy or there is insufficient human resource staff or time available to conduct the search. Search firms operate to bridge this gap for their client organizations.
Clients select search firms to identify and evaluate the candidates best qualified to fill specific management positions. A client is the organization sponsoring and paying the firm for the search. A candidate is a person who has survived extensive screening, reference checks and interviews and is presented to the client for a position. The search may involve many applicants. An applicant is anyone who submits a resume and fills out an application for a specific position. Although executive recruiters are not in the business of locating jobs for applicants, they are willing to receive resumes to enlarge their pools of potential candidates. Their contracted commitment to the client is to locate a qualified match for a specific job, not to represent a job seeker.
Reputable search firms will not charge any fees to a candidate. Fees are paid by the clients for a specific recruiting assignment. There are two main ways a search firm is paid: retainer and contingency. A retained search is one in which a client prepays a negotiated fixed fee under contract in one or multiple installments to the firm. The fee is collected whether or not a candidate is selected. A contingency search involves a fee paid only by the client when the position is filled and it is calculated on the start-up compensation of the candidate who is hired.
A recent trend has been for clients to demand a certain amount of specialized industry experience from the executive recruiter. Specialized recruiters are unique to a clients' personnel needs and exist to serve libraries, financial, marketing, law, consulting and accounting firms, manufacturing companies, health care institutions and hi-tech industries.
For example, C. Berger Group, Inc. (CBG) provides specialized executive search service for library and information professionals. CBG strictly evaluates candidates on their qualifications for a specific position and contacts them when job skills and client requirements for a position match. CBG represents libraries, information centers and other clients who demand professionals with the credentials, experience and skills for supervision and management level positions. Our clients reflect a cross-section of organizations in the private and public sectors and our candidates are recognized experts within their field.
Is it acceptable to approach a search firm before one contacts you? To answer that frequently asked question, yes, it is recommended that you contact search firms as part of a thorough job search. Recruiters often receive unsolicited resumes and usually welcome them. Bear in mind, however, that it is unlikely that the search firm will be looking for a person with your qualifications at the same time that you are seeking a new position. But it never hurts to try every option. Moreover, even if the recruiter doesn't have a client with an immediate need for you, there just may be a match for you sometime in the future.
With almost 20 years experience serving clients, CBG is comfortable offering the following recommendations for working with a search firm.
- The best way to be noticed by a search firm is to lift your
visibility through membership and participation in professional
organizations.
- If a search firm contacts you, be open-minded enough to consider
a job move. Don't talk too much during the initial contact,
however. Listen a lot.
- Be honest and realistic about your career objectives and
expectations. Don't exaggerate your credentials. Answer questions
about education, job experience, and salary truthfully. Know
yourself, where you have been, and where you want to go.
- Project enthusiasm during phone conversations and interviews, but
don't overdo it. Never appear desperate to get the job.
- After you learn the identity of the client, prepare a list of
questions that you can ask during the interview.
- If the job isn't right for you and you are asked to recommend
others, only recommend those qualified for the specific position.
- Don't play hard to get. Remember to return phone calls promptly
and keep appointments.
- Don't talk about money before the client has made a firm job
offer.
- Agree to reference checks (with the exception of your current
employer).
- Don't take it personally if you don't get the job. The initial search will probably include over 100 candidates. Only one person will get the job.
Remember that a search firm can be a great resource in your job search. While an initial call from a recruiter is not a job offer, it is an opportunity to gather information. It allows you to weigh your professional experience and qualifications against those in demand in the current job market. Importantly, it offers you the opportunity to evaluate where you are now, and where you want to be -- and possibly give you new ideas and perspective on your chosen field.
Founded by Carol A. Berger in 1982 as C. Berger And Company, C. Berger Group is a full service firm which provides specialized temporary workers, permanent placement, executive search, consulting and project management services to libraries and information centers from its suburban Chicago headquarters. CBG clients include corporations, government agencies, law firms, trade associations, non-profit organizations, health care centers, public libraries, and academic institutions in Illinois, Indiana, and Wisconsin.