How do I find the right headhunter for me?

Good first steps in finding agency names include: Asking friends who they’ve worked with in the past, your career coach (if you have one) for recommendations, HR professionals in your network for a referral (they often partner with agencies), or search for ‘recruiters’ or ‘recruiting agencies’ via LinkedIn or Google.

What does it cost to hire a headhunter?

How Much Does it Cost to Hire a Headhunter or Recruiter? Headhunters and recruiters often cost between 25% to 33% of a hired candidate’s annual base salary. Hiring companies pay those fees. Headhunters and recruiters rarely charge job seekers.

What should I ask a headhunter?

13 questions to ask a headhunter

What is your recruiting specialty/niche?
What do you wish you saw more of in candidates?
How many candidates have you placed for this company?
What’s your relationship with the hiring manager?
Do you typically offer advice or feedback before and after the interview?

How do you ask a recruiter for advice?

The Best Questions to Ask a Recruiter Before an Interview

What is the interview process like?
How Long Have You Worked With The Company?
What created the need for the position?
How long has the position been open?
How quickly does the position need to be filled?
What is the salary range for the position?

What do recruiters ask when they call?

Being called by a recruiter Recruiters will ask what you sort of opportunity you’re looking for, your previous experience, your salary range and whether you’re currently employed or not. Don’t be afraid of selling your competencies and going into detail about your experience.

What to say when you first call a recruiter?

Make sure you note their name, number and company name so you know whom you are talking to. Just say: “Can you share your name, number and the company you are working for? So I can contact you later. You never know when you need a recruiter.” You can see if this company is specializing in your industry.

How do you greet a recruiter on a phone?

Answer the phone professionally: ‘Good morning, Joe Bloggs speaking’ should do the trick. Address your interviewer as Miss, Mrs or Mr unless invited to use his or her first name. Be animated and enthusiastic, but polite. Don’t be overfamiliar and don’t start chatting as if you were talking to a friend.

How do you prepare a call for a headhunter?

Here are four ways to rock the screening call with a recruiter.

Demonstrate Quickly That You Cover the Basics.
Show That You’re Truly Interested (Assuming You Are)
Exude an Air of “Strong Culture Fit”
Understand the Recruiter’s Role and Stake in This Process.

How do you start a conversation with a recruiter?

Impress a recruiter with questions you ask But another way to impress a recruiter is by asking the right questions of them. Ask questions that show him or her you want to better understand the position, what the company culture is like, and how she or he will define success in the role.

What should you not tell a recruiter?

7 Things You Should Never Tell a Recruiter

“I’m pretty desperate.”
“It’ll do, I suppose.”
“I hated my last boss/ colleagues.”
“Did you not even bother to read my CV?”
“I’m hoping to go travelling at some point.”
“I just want more money.”
“I’d probably accept a counter-offer.”

What should you not ask a recruiter?

What NOT to ask a Recruiter

“What does your company do?” Never speak with a recruiter without having some idea about what their company does.
“Is there anything I should have asked and didn’t?” Under no circumstances should you ever ask this one.
“How many vacation days would I receive?”

Is it OK to ask why a position is open?

If the answer is “The position is new,” ask why the position is being added and what sort of support will be available to the new hire. If you’re a self-starter, this can be a great opportunity to shine—but if you’re the type of employee who wants a guide to follow, it might not be the right fit for you.

What you Cannot ask during an interview?

The Equal Employment Opportunity Act (EEOA) prohibits you from asking questions that might lead to discrimination, or the appearance of discrimination. Bottom line: you cannot ask questions that in any way relate to a candidate’s: Age. Race.