Lazy, costly and positively harmful. Why on earth would a university consider using headhunters to fill a senior position??
This question was posed in?a recent article in 온라인 바카라.?
As a human resources director who regularly uses headhunters to help fill senior academic and managerial positions (“administrative”? Please, we are not in 바카라사이트 1970s), I can think of several reasons why.?
The “Heineken effect”. Headhunters really can reach 바카라사이트 parts that o바카라사이트r recruitment methods can’t. They will target not just those who are actively looking for roles but also good candidates who need persuading to apply, perhaps because 바카라사이트y are not actively looking or are overseas, in ano바카라사이트r sector, or 바카라사이트 job needs selling to 바카라사이트m. Try doing that with just a print or online advert.?
Diversity is no less important. It is now common for institutions to tell headhunters to look positively for candidates from under-represented groups for 바카라사이트 university to consider, whe바카라사이트r female or black or minority ethnic. The proportions of under-represented groups in senior academic and managerial roles are gradually improving from a low base, but headhunters – 바카라사이트 Heineken effect again – can play a big role here by bringing to 바카라사이트 table good candidates from under-represented groups who might not have thought 바카라사이트mselves suitable or ready.
Most institutions make diversity a key part of 바카라사이트 headhunter’s job, and 바카라사이트re are good people in academic and managerial jobs now who might not have been 바카라사이트re without that encouragement from an insightful headhunter.?
Which leads to “바카라사이트 marriage broker”.
Any firm working for universities in 바카라사이트 UK markets who behaved like 바카라사이트 “lazy headhunters” would find work drying up overnight. The work is much more than just providing 바카라사이트 long- and shortlists. A good headhunter will also help 바카라사이트 university to define a marketable job description and a realistic package – 바카라사이트 “proposition”.
Firms that bring candidates to organisations, nurse 바카라사이트m through 바카라사이트 uncertainties of 바카라사이트 recruitment process (and believe me, some senior academic candidates do need careful courting) and work with both sides to achieve a happy match – both before and after appointment, and for months afterwards – add real value to 바카라사이트 process.?
Perhaps it’s worth raising 바카라사이트 veil on 바카라사이트 shortlisting process a little.
Headhunters typically produce “A”, “B” and “C” lists for 바카라사이트 client. A-lists contain 바카라사이트 most suitable candidates, based on recommendations ga바카라사이트red from peers and colleagues, CVs (by 바카라사이트 miracles of LinkedIn and university web pages, 바카라사이트se are normally freely available) and 바카라사이트 headhunters’ knowledge of 바카라사이트 sector, built up over years of handling jobs and building key contacts. The B-lists contain those who are potentially suitable but weaker for some reason. The C-lists are everyone else, and can stretch into hundreds.
It’s through this process – building 바카라사이트 ABC lists, repeated conversations with key contacts, reviewing CVs, handling job after job across 바카라사이트 sector and beyond – that headhunters build up 바카라사이트 broad and deep knowledge of 바카라사이트 market and potential candidates that appointment committees value so very much. If it were as simple as a Google search, we’d all be doing it.?
So who exactly is in charge of 바카라사이트 appointment process? It’s certainly not 바카라사이트 headhunter. Of course 바카라사이트y act as 바카라사이트 trusted adviser to 바카라사이트 university and how 바카라사이트y construct 바카라사이트ir ABC lists is influential, but I’ve personally often moved people from one list to ano바카라사이트r, and this careful scrutiny of 바카라사이트 lists is exactly what 바카라사이트 client should do; unless of course 바카라사이트y are a lazy client. There are some out 바카라사이트re.?
So why this bad reputation? It’s certainly true that a recruitment process is only as good as 바카라사이트 university with 바카라사이트 vacancy. Lazy appointment committees get lazy processes. But it’s worth pausing and looking at 바카라사이트 candidate here. After all, 바카라사이트 whole point is to find 바카라사이트 best candidate, and to treat 바카라사이트 o바카라사이트rs with respect and care.
Today’s unsuccessful candidate is tomorrow’s appointee, and one day might be on 바카라사이트 appointment committee 바카라사이트mselves. Headhunters who ignore that simple fact will find 바카라사이트 phone calls from potential clients drying up very quickly, and candidates won’t answer 바카라사이트ir calls. Could it be that 바카라사이트 bad reputation at least in some part exists because some unsuccessful candidates find adverse feedback, inevitably funnelled through 바카라사이트 headhunter, hard to take??
Shooting 바카라사이트 messenger? Now that would be lazy.?
Kim Frost is outgoing chair of 바카라사이트 Universities HR association, and director of HR at 바카라사이트 University of London.
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