HOW TO IDENTIFY A GOOD HEADHUNTER

Marc • September 20, 2021

Being contacted by a headhunter with an attractive offer is exciting if not a little flattering. The promise of a new opportunity for career growth is enough to turn even the most loyal of heads. But how can you identify a good headhunter from a bad one?

The headhunter’s agenda is to satisfy employers, yours is to find the perfect job. Those agendas frequently align – you just have to know how to recognize it when it happens.

Identifying a mutually beneficial scenario is all about asking the right questions, to wit:

‘How many positions have you filled for this employer?’ is straight to the point, and should return a quick response. If they have no history with the employer, they’re just fishing for CVs in order to find new contacts of their own. If they have a track record, they’ll be happy to talk about it.
‘What is your background?’ Again, don’t be afraid to ask such a direct question. The headhunter has contacted you out of the blue to suggest you consider changing jobs. They’re asking you to proffer personal data like your CV, and spend valuable time researching a position that may not even be in their power to give you. If someone tells you you qualify for a position you never sought, you have a right to ask why they qualify for the imposition.
‘Will you share my CV with other clients?’ Giving a headhunter permission to put you forward for a role does not entitle them to bandy your CV about with every other employer in the industry. That’s not in your interest. Instruct them to get written permission each and every time they want to share your CV with a client.

What Not to Do

Don’t simply send through your resume without understanding specifically the company and the role that the recruiter is hiring for. You should also find out what the process will be should you submit your resume, making it clear that you expect your application to be treated with the respect and care that it deserves.

Rejecting and Accepting

A reputable recruiter with a strong track record is worth having a good relationship with. Even if you aren’t interested in the position, or feel it’s beneath you, or if you just have an indignant attitude towards headhunters, your best interests are served by a calm, polite rejection and a door left open for future conversations (which may one day come with a more attractive offer). Something like:

“Thanks for contacting me about this role. I’m not looking for anything right now, but do let me know if any future opportunities present themselves.”

If you are interested, it pays to be a little coy at first. Whether they phone or contact you via LinkedIn, tell the recruiter you’d like to schedule a call over the next few days. If they’ve revealed any information about the position, this will give you the space to do some research, and consider whether you want to leave your current job.

Temp & Contract Recent Trends

May 1, 2024

The economic conditions are influencing the contract employment landscape in several ways. Here are some of the trends Talent Hive has seen recently. Demand Shifts NZ firms facing economic headwinds are hesitant to commit to FTE hires but with projects and deadlines still to deliver on, there is likely to be more reliance on temporary and contract solutions to manage workloads in the coming months. Available Talent Although not widespread, layoffs and restructures in the Tech sector could lead to a larger pool of candidates available for temporary and contract work, and Talent Hive has seen an increase in enquiries from people looking to understand how they might set themselves up for contract engagements. This has the potential to increase competition but could also provide businesses with access to qualified talent on a flexible basis. Tech Sector Specifics We are seeing an increase in demand for contract staff recently, particularly Software Developers, Integration and Solution Architects, and Business Analysts. This upswing in demand is reflected in the recent Seek job listings data. There are 207 Contract IT/Tech roles advertised on Seek today and 23% of those contract roles have been listed in the last 7 days. 52 of the 207 contract roles advertised are for Software Eng/Developers with 30 listed ads for Contract BA’s. Wage Control In Stats NZ’s latest update, New Zealand's salary rates actually increased by 4.1 percent in the year to March. That labour cost growth slightly outstripped inflation, which was sitting at 4 percent. Contract hourly rates in the Technology sector have stabilised in recent months as hiring demand has decreased and we may even see hourly rates come back a little, particularly for role types where there is an oversupply of contract talent. Hybrid Work Trend One trend we are certainly seeing in the contract market are fewer remote work opportunities. Increasingly there is a requirement for contractors to have the ability to work some of the week at a designated office and this is restricting the opportunities contractors are able to go for. Full remote work options aren’t completely gone but they are significantly reduced. Contract candidates must be open to in-office work for at least some portion of their engagement. Overall, the current climate creates a complex landscape for both businesses seeking talent and professionals exploring temporary and contract opportunities. Success for Contractors will depend on adaptability, flexibility around rates, and contract length. Talent Hive's Value Talent Hive's understanding of the current market dynamics, along with our strong network of skilled professionals, positions us uniquely to support both clients and candidates Addressing Uncertainty: For businesses navigating hiring uncertainty, Talent Hive offers flexible staffing solutions. We have access to contract talent that are ready to fill immediate skill gaps and help organisations manage fluctuating workloads. Beyond Just Tech Skills: We understand that finding the right technical expertise is only half the battle. Talent Hive's strong connections within the contractor talent pool allow us to identify professionals who are not only technically capable but also a strong cultural and organisational fit for our clients. This approach ensures smoother onboarding and a positive impact for both the contractor and the employer. We would like to share some of the contractors we’re working with at the moment. Click below to view some of the great IT talent we're working with to find roles at the moment.