padpowell@wateng.UUCP (PAD Powell) (02/12/85)
I have been involved with head hunters as a job applicant, a manager being
solicted, and as a client. I found the ranges of capabilities to be very
large, almost as diverse as the capabilities of software houses (:-).
I would like to make the following observations:
1. Some of these companies operate on "spec", in that they try and drum up
business by solicting both clients and applicants. I have referred to
these types as "sharks" and will do so in the future.
2. Some companies are approached by clients, provide the recruiting
services. This allows a small company to greatly enlarge its search
for staff, without laying out large quantities of funds for advertising,
etc. It is also helpful, because the recruiting company usually helps
firm up an idea of the type and kind of staffing needed. These types
of companies are usually referred to as "corporate recruiters". They
range from good, to totally useless.
3. Finally, there is a small set of companies that provide services
"on call". I have referred to these as "rent-a-brain". Usually
these services are highly specialized, and they target to a fairly
small market. I have been approached by them, but never actually
used their services.
In dealing with these companies, you should keep in mind that they are not
doing this for FREE. They make a commission, usually based in part on
the first years salary of the employee. This fact can have some significant
bearing on the starting and termination conditions of a job.
Also, your personal records usually go on file with these companies, and
may be resurrected without any warning at some time in the future. Some of
the application forms have a fine line at the bottom, indicating that the
applicant agrees to some form of verification/investigation of the information
provided on the forms. This has been abused by companies trying to solicit
clients, who call the references/bosses listed, and plug their services.
If you are planning a job search using one of these companies, question them
about their techniques. If possible, get a written description of the
services offered. Usually this information is provided for possible hiring
parties. This information should disclose all the financial and other
arrangements between the hiring company and the head hunter. You should
also check to see what the desposition of personal files are, and how long
they are kept. If you think that this is overly cautious, wait until you
get singed, and then you will really regret that you did not take these
elementary precautions.
Good luck.
Patrick ("I want a couple of Cobol programmers, a dozen Lispers, and
... oh yeah, gimme a Unix hack") Powell