Hunting the headhunters needs advance planning

WHAT does an employee need to do to take the next step along their career path? According to Perth’s top headhunters there are several steps that should be taken.

Dunhill Management Services Group general manager Bruce Henderson said the worst thing a candidate could do was to tell a headhunter: “I’ve never had to apply for a job before. I don’t have a CV”.

“Candidates should be equipped with a very good CV that has an immediate effect on the reader,” Mr Henderson said.

“We’re looking for the quality of organisations they’ve worked in. That tells us the calibre of training and development they’ve received.

“Ideally, candidates should develop a career that includes pre-eminent ‘icon’ organisations. For example, people from IBM are sought after because they are extremely well trained and professionally developed.”

Morgan & Banks’ Richard Hazle-wood said the CV should be a selling document.

“You have to think what your unique selling points are. What can you do that others can’t?” Mr Hazlewood said.

Mr Henderson said that candidates needed to develop a good reputation in their industry.

“We use industry networks when searching for clients,” he said.

“Developing a network within your industry and building a reputation as an achiever is important. Your reputation needs to reek of success.”

Mr Hazlewood said getting into headhunters’ databases was crucial.

Recruitment companies are forbidden by law to charge a fee for finding someone a job.

However, they usually check their databases first when looking for a candiate.

Mr Henderson said candidates should make contact with headhunters once every 12 months.

“You should treat your employment situation as any other process in your life,” he said.

“Just as you do due diligence when reviewing your home insurance each year, you need to consider your employment situation.

“You should look at the marketplace and see who does the headhunting in your industry.

“It is a personal market exercise. You have to find someone who knows how to promote candidates in a commercial, confidential and appropriate manner.”

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