猎头归来

    如果你每年挣的钱超过六位数，或是无可厚非地希望跻身这一阵营，那就抖落掉简历上的积灰吧。猎头们又开始出动了。

    高层管理人员的招聘已经历了戏剧化的复苏。根据猎头顾问协会（Association of Executive Search Consultants，下称AESC）的数据，2009年该行业收益猛跌32.5%，紧接着2010年平均增长率达到28.5%，2011年，它重返正轨，蒸蒸日上。

    AESC总裁彼得•M.菲立克斯表示，专属型猎头公司——各大公司雇佣来招募候选对象的管理人员猎头公司——正在寻找“高管型人才，那些处于快速上升期的人。这些公司不太可能延聘基本年薪低于15万美元或与之相当待遇的人来填补空缺。如果你目前的年薪低于10万美元，那这种猎头就不适合你了。”

    值得留心的是，专属型猎头公司代表的是公司，而不是求职者，而且，无论其猎获的“成果”如何，都会获得报酬。而所谓的非专属型猎头公司常常代表的是求职者，并且根据后者找到的职位获得酬劳。

    菲立克斯表示：“但是人们并不太理解这一点。很多找猎头公司的管理人员希望我们是职介所。这就完全想错了。确实有代表求职者的公司，但专属型猎头公司不属此列。”这些专属型猎头每年在世界范围内把守着6万个到7万个高层职位，他补充道。

    艾里斯•利比说：“谁付你钱，你就代表谁。这和房地产业差不多。”他是ILRC的总裁，这是一家同时提供专属型和非专属型猎头服务的招聘咨询公司。

    怀特豪斯咨询有限公司（Whitehouse Advisors LLC）的南希•怀特豪斯表示，非专属型猎头公司会向公司“推销”你，但专属型猎头则不会这么做。“专属型猎头公司不会替你完善简历。它不会帮你弄清自己想成长为何种人才。如果你说不清自己想找什么样的职位，”这类公司对你就不会有兴趣。

    如果你准备升职并且很清楚自己的求职目标，那么如何才能获得专属型猎头公司的关注呢？

    怀特豪斯、利比和菲立克斯都认同的一点是，在职业生涯的早期就与这类猎头公司建立联系会大有好处。

    菲立克斯表示：“出现在这些公司的视野中。与之长期保持联系。”建立关系网，用社交媒体展现自己的成就。“你得让自己为人所知；必须让自己的从业记录有闪光点。也许还得获得”同事的“推荐”。

    尽管直接联络专属型猎头公司不算有违常规，但利比表示：“骚扰招聘人员可就不好了。有些人是每周都会给我发邮件。”

    而且，招聘人员并不看好四面出击的做法。利比表示：“把简历发给自己能找到的众多招聘顾问毫无意义。必须有的放矢。应该了解你所在”的专业“领域的招聘人员和猎头公司。”

    当猎头意外给你电话时你该怎么办？

    首先，利比表示：“如果你目前在职而猎头公司给你电话，你都应该接，”仅仅是因为这可能是一个拓展交际网络的好机会。

    在你工作时，不必和猎头顾问讨论什么。实际上，也许最好别这么做。

    怀特豪斯表示：“要求随后再谈再合适不过。对招聘人员而言这是意料之中的事。招聘是一项全天无休的业务。”

    当你们谈起来时，招聘人员可能会问你是否知道有谁符合待招聘岗位的条件，或直接问你是否有兴趣，怀特豪斯说。

    据怀特豪斯表示，如果你表示有意，招聘人员就会问关于你职业背景的一系列基本问题，你的各种头衔，每个职位任职的具体时间。你也应该准备回答直接问及你薪酬的各种问题。

    如果事实证明你不太适合这个职位，但你知道有人适合，那么，提供推荐不仅可行，通常还会获得感激。

    另一方面，如果初步了解让你感觉该职位非常合适，那就得开始做该公司的背景调查了。查看公司网站。做个在线调查。联络该公司你认识的人。

    接下来就是坐下来与猎头顾问共同深入了解你的背景及行为举止了，怀特豪斯说。“有些招聘者会邀请候选对象外出午餐，观察他们是如何一边吃饭一边谈话的。”

    怀特豪斯表示：“每个猎头顾问都有一套精心调整的对各种技能的期望列表。首先就是在特定职能或领域中，在各种岗位上取得出色成就的记录，并担任了日益重要的责任。”

    怀特豪斯的建议是，涉及自己背景时，要坦白、诚实并准确。“如果你在公司里已呆了20年，招聘人员就应该能看出你是否担当了推动业务转型的重要角色。要对自己的成就给出生动的案例。”

    在当今这个快速发展的经济环境中，招聘人员所寻求的并不仅仅是领导才能，而是“创业者，能将公司业务当成好像是自家业务的那种人。”

    最后也同样重要的是，招聘人员希望你具备“强烈的价值观和道德感。”

    面试过后，专属型猎头公司就会决定是否将对你候选资格的正式评审送交其雇佣公司。此时，候选对象的等待游戏才真正开始。

    怀特豪斯表示：“公司很可能会考察过五位候选人后才选定想谋面的那一位”进行后续面试。“猎头的过程耗时费力。当你是候选对象时，必须记住的重要一点是，耐心是美德。”

    译者：清远

    If you make six figures a year, or reasonably hope to move into that league, dust off your resume. Headhunters are calling again.

    Senior executive recruiting has had a dramatic resurgence. Following a precipitous 32.5% decline in 2009, the industry grew by an average of 28.5% in 2010 and is on track to do well in 2011, according to the Association of Executive Search Consultants (AESC).

    Retained search firms -- executive search firms that companies hire to recruit candidates -- are looking for "senior executive talent, people on the fast track," says Peter M. Felix, AESC president. "It's unlikely a firm will be searching [to fill a position] below $150,000 base salary or the equivalent. If you're earning less than $100,000, retained search is not for you."

    It's worth remembering that a retained search firm represents the company, not the job candidate, and is paid regardless of the outcome of the search. So-called contingency firms often represent individuals seeking placement and are paid for whatever placements they make.

    "It's not well understood," Felix says. "Many executives come to search firms, expecting us to be an employment agency. Absolutely not. There are firms who represent candidates, but not retained search firms." These retained search firms are the gatekeepers to 60,000 to 70,000 senior-level jobs worldwide every year, he adds.

    "Whoever pays your fee is who you are representing. It's like real estate," says Iris Libby, who heads ILRC, a recruiting consulting firm that provides both retained and contingency searches.

    While a contingency firm will sell you to a company, a retained firm will not, says Nancie Whitehouse, of Whitehouse Advisors LLC. "A retained firm won't clean up your resume. It won't help you figure out what you want to be when you grow up. If you can't articulate what you're looking for," a retained search firm won't be interested in you.

    If you are ready to move up and you do know what you're looking for, how do you get the attention of a retained search firm?

    Whitehouse, Libby and Felix all agree that it pays to build relationships with firms early in your career.

    "Get on their radar. Keep in touch over a period of time," Felix says. Network and use social media to highlight your accomplishments. "You need to get yourself known; you have to have something of a track record. Perhaps get a referral" from a colleague.

    While it is not out of line to contact a retained search firm directly, "it is bad form to harass recruiters. Some email me every week," Libby says.

    And recruiters don't appreciate a scatter-shot approach. "There's no point sending out a resume to as many consultants as you can find. You need to be specific," Libby says. "You should get to know recruiters and search firms in your area" of specialty.

    What do you do when a headhunter calls you unexpectedly?

    First of all, "when you're employed and the search firm calls you, you should always take that call," Libby says, if only because it can be a good networking opportunity.

    You don't need to have a discussion with the search consultant while you're at work. In fact, it's probably best not to.

    "It's perfectly appropriate to ask to talk later," Whitehouse says. "A recruiter expects that. Recruiting is a 24-7 business."

    When you do talk, the recruiter will likely ask you if you know of anyone who fits the profile of the position to be filled, or may ask you directly if you are interested, Whitehouse says.

    If you signal an interest, the recruiter will take you through a preliminary series of questions about your professional background, asking for titles and specific dates for each position, according to Whitehouse. You should also be prepared to answer direct questions about your current compensation.

    If it becomes clear that you aren't a good fit for the position but you know someone who might be, it's not only acceptable to offer a referral, it's usually appreciated.

    On the other hand, if that initial screening does lead you to believe the position could be a good fit, it's time to do your due diligence on the company. Check out the corporate website. Do an online search. Contact people you know at the company.

    The next step involves sitting down with the search consultant for an in-depth exploration of your background as well as your manner, Whitehouse says. "Some recruiters take people out to lunch to see how they manage talking and having a meal at the same time."

    "Every search consultant operates with a finely tuned wish list of skills," says Whitehouse. "First is a strong record of accomplishments in a series of positions with increasing responsibility in a particular function or domain."

    Be direct and honest and accurate about your background, Whitehouse advises. "If you've spent 20 years in a company, the recruiter should be able to see if you've had some kind of role transforming the business. Give real life examples of your accomplishments."

    In this fast-paced economic environment, a recruiter is looking not only for leadership skills but "for an entrepreneur, someone who will treat the business as if it were their own."

    Last but not least, a recruiter is looking for "a strong sense of values and ethics."

    After the interview, the retained search firm decides whether to send a formal assessment of your candidacy on to the company. This is when the candidate's waiting game begins.

    "The company is likely to see a slate of five candidates and decide who they want to meet" for further interviews, Whitehouse says. "The search process does take time. It's important when you're a candidate to remember that patience is a virtue."