Have you ever received a call from a Headhunter only to feel unsure about their expertise?
When searching for a job, there are multiple paths to take. Talking to Headhunters, using an Internal employee to refer you, applying through the website, putting your resume in a database or a platform, or being creative and inventing new routes to put your application in.

When one has so many options, why should one talk to a Headhunter? What is so annoying about them? Are they just interested in achieving their targets? Yes true, Headhunters have targets – they bill their clients for bringing talent to them. Is that annoying or is it the way that they approach and treat you? That is a subject I will deal with in another episode.

How can Headhunters help your Job Search?
Setting aside any frustrations, Headhunters add much more value than other options. Let us look at the value that Headhunters are expected to add:

1. Evaluating One’s suitability for the role – Headhunters are expected to know not only the specifications laid down in documented Job Descriptions, but also the softer aspects of the requirement. Cultural fit, micro level expectation of Hiring Managers, skill levels required, Candidate’s aspirations and inclination, etc. With this knowledge it is expected that Headhunters play good matchmakers. They not only help in the application process but can also advise candidates on evaluating opportunities’ alignment with career and even life goals.

2. Reviewing Resumes – The purpose of a resume is to get one shortlisted and called for an initial meeting / interview. Headhunters, with their knowledge and exposure of the job market and specific requirement can review a candidate’s resume and advise them to include / highlight their skills and achievements. These should be real skills and achievements and not made up.

3. Educating the Candidate – Headhunters are expected to educate the candidate about their clients – the job, the culture, the interview process, preparation to be done before the interview and many other aspects that would take a candidate into an employer’s consideration pool.

4. Information provider – All other options of application are like black boxes, in which you put your resume, and wait for an outcome. The Headhunter knows the process and the people involved in the process. That puts them in a position to get and share information with an applicant. The Headhunter can at times also nudge the process when it is stuck. More importantly, the Headhunter can give you information on whether you are still in the consideration pool or not. While unwelcome news is unwelcome news, it ends uncertainty and makes it clear that another course of action must be taken.

5. Advisor on Negotiations – A Headhunter can play a crucial role in setting expectations of the employer as well as a candidate. Not only does the Headhunter have information about the Market, but also has insights into a candidate’s expectations as well as a client’s budget. This puts the Headhunter in a unique position to help bridge an agreement. Apart from the monetary aspects of an agreement, the Headhunter also finds out about softer expectations and aids in meeting them.
 
Not everyone who gets interviewed gets hired. Hiring happens by elimination in most cases. The way to get a job is to keep avoiding elimination at each stage of the selection process. The Headhunter can be your best ally in this journey.
It is unlikely that any other option of job hunting can add so much value in this area.

So the next time you get a call from a Headhunter, don’t hesitate to speak to them. You may just discover valuable opportunities to advance your career.