Do Headhunters have a Code of Ethics? (Part 2)

Are you a corporate executive of a multinational firm, a listed local conglomerate or a medium–sized enterprise? Have you been invited by a “Headhunter” to consider a new career opportunity?

As an executive talent, you have certain rights that “Headhunters” or professional search consultants must respect. Part 1 of this article covered:

• Confidentiality

• Full Disclosure

• Timely Communication

• Feedback

• Professional Treatment

The following will walk you through the search process and your rights as you move forward in the process:

Let us say that on the strength of your qualifications and track record, you were invited for a discreet meeting for exploratory discussions with your search consultant. In that meeting, you found the opportunity presented to you exciting while the search consultant found you to possess the attributes being sought by the client. He tells you that your candidacy will be endorsed to the client.

In other words, you are now at that stage in the search process where you have been short-listed along with a few other qualified candidates.

1. Adequate Process Details

As a short-listed candidate, you are entitled to know timelines, the interview process and what to expect as the process unfolds. At the very least, you should be advised by the consultant:

• How long will the entire process take?

• Who do I have to meet before a decision is made?

• What time frame is the client working on?

• What is the next step?

2. Respect for your Time and Position

The search consultant understands that, as a senior executive, your current position demands your full time and attention. When scheduling appointments and interviews, the search consultant and the client should demonstrate the utmost respect for your time, your position and your responsibilities to your employer.

3. No pressure

The best executive search placements happen when the candidate has the time to make a measured, well thought-out decision. For this reason, the search consultant should never try to hurry your decision or put undue pressure on you to accept an offer. However, the consultant should keep you informed of any deadlines imposed by the client and the implications for not making a decision prior to those deadlines.

4. Trusting relationship

If the search consultant conducts him or herself in a manner befitting these guiding principles, you should naturally develop an open and trusting relationship. Conversely, if for any reason you do not feel you can trust the search consultant or the client, you would be well served to withdraw from the process.

Keep in mind that the best search consultants strive for more than just filling up the position for their client; they want to help you make the best decision for you, your family and your career.

a. Once you have been selected

If the client selects you among other short-listed candidates, you have arrived at a crucial stage of the search process: negotiation of your package. This can involve highly sensitive issues in which the search consultant can play an important role as an intermediary. Use the consultant to candidly express any concerns or special requirements that you may have on terms and conditions.

Before your concerns or requests are transmitted by the consultant to the client, the consultant should clear these with you to ensure that there is no miscommunication.

b. Once you have started with your new career

After you have signed on the dotted line and commenced with your new career, the best consultants will stay in touch with you for three to six months to make sure that your transition into the new position is a success. Feel free to contact your consultant with major concerns that arise. He or she may well be able to help sort out problems and diplomatic intervention by the search consultant will normally not be resented by the client.

c. If you are not chosen

If the client selects another candidate, most search consultants will want to keep you in their pool of candidates for future assignments. They may contact you from time to time to maintain the relationship and keep you apprised of any upcoming requirements. Regardless of the outcome of the search, the consultant may not use your name or the results of the search as testimonials without your permission.

Putting your best foot forward

The executive search process is not a one-way street. Although you have the right to expect courteous, professional treatment from the search consultant and the client, there are a number of things you can do to facilitate the process:

• Be honest. Under no circumstances should you inflate your resume, misrepresent your work history or “hold some cards back”. Also, be candid about your interest (or lack of) in the position. Complete and accurate disclosure by the candidate is an essential element in the search process.

• Be flexible. Make every effort to fit appointments and interviews within a schedule.

• Educate yourself. Conduct your own due diligence on the search firm and the client and understand the unique value of retained search consulting.

• Have realistic expectations. Understand that the process takes time and that you will be one of several qualified candidates.

• Negotiate in good faith. Do not lead search consultants to believe you are negotiating only with them if you are considering offers from more than one company.

The Executive Edge, Inc. wishes that the next time you receive a call from a headhunter, you can apply the above standards in the way you are treated.