I'll Be Tom Roten's Radio Guest Tomorrow (Tuesday Nov 1)

I’ll be @TomRoten ’s radio guest tomorrow (Tuesday Nov 1) at 7:40AM on 800 WVHU Huntington.

Outside the Huntington area you can listen live at 800wvhu.iheart.com.

Joseph Higginbotham On Mike Queen's Radio Show Friday 28 October

I will be Mike Queen's radio guest this Friday 28 October on his WAJR radio show in Clarksburg. 

Time: 9AM. 

Topic - and these are Mike Queen's words - "The Intrigue Surrounding Charlotte Pritt's Candidacy." 

My Charleston area friends can stream the show live at WAJR.com. I'll  only be on for 15 minutes so don't tune in late. 

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Joseph Higginbotham has written hundreds of articles and columns for dozens of magazines, journals and newspapers. 

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Headhunter Myths - Part 2

Myth:  “Clients hire headhunters to find and deliver candidates they don’t already know.”

Truth: No, that’s why clients think they hire headhunters. The truth is that clients rarely hire strangers even if those strangers are found and delivered by a headhunter. In fact, after looking through my files and notes, I can’t find a single case where my client hired my best candidate if that candidate was a stranger and there was an acceptable non-stranger who would accept the offer. When I first started headhunting I was reluctant to present candidates who had some sort of a connection to my client. I thought my job was to find candidates with absolutely no ties to my client, candidates who were not in my client’s network at all. Now I have a name for candidates who aren’t already networked to my client: I call them candidates who can’t get the offer.

I’ve collected many a 5-figure fee for finding and delivering candidates my clients already had in their networks. The truth is, employers don’t simply hire people with the right skills. Employers hire people who know the same people they know. People don’t hire a stranger to fix their plumbing, their roof, their wiring unless an acceptable non-stranger is available. Similarly, employers will take a pass on the A+ stranger if there’s a B non-stranger available.

Incidentally, systems thinkers who are seeking a new job can backward-engineer this fact to network their way to a new job.  Maybe I’ll explain this in a future post.

Myths About Headhunters and Recruiters - Part 1

Myth 1: “’Headhunter’ and ‘Recruiter’ are just different names for the same thing.”

Truth: A recruiter runs ads, holds job fairs and does other things to attract “active candidates”, i.e., people who are actively job hunting, while a headhunter doesn’t run ads. Why would he? The clients who hire headhunters have probably already run employment ads and have received resumes from hundreds or thousands of active jobseekers . The candidates headhunters are paid to find aren’t looking for a job so they aren’t seeing employment ads. Why would they?

Myth 2: “I should send my resume to headhunters, right?”

Truth: No, if you send your resume to a headhunter you are, by definition, an active jobseeker, not the passive candidate headhunters seek. Headhunters know that if you have an up-to-date resume and you are offering to send it, you’ve probably already sent it to everybody you can think of. Why do headhunters seek passive candidates? Because that’s what clients want. By the time a client hires a headhunter, the client has tried to fill the job opening by word-of-mouth and by advertising. They didn’t find what they are looking for so now they want to talk to “passive” candidates, the kind of people who aren’t reading employment ads and probably don’t even have an up-to-date resume.

Once when I was a Career Night “expert panelist” at a university, a graduating senior asked me how to find headhunters. Can you guess what I told him? I told him that if he finds a headhunter he has just disqualified himself from working with the headhunter. You don’t find headhunters, headhunters find you.

Stay tuned for Part Two.