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Kevin Kohut
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An Open Letter to IT Headhunters |
| Kevin looks back at his headhunter experience. |
| by Kevin Kohut |
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7/31/2001 -- Well, everyone's still talking about the downturn in IT: It seems no matter what publication I look at, there's at least one article about IT job cuts, lower salaries for certified professionals, or the increasingly higher qualifications being sought by companies that are hiring. Yet, based on the number of unsolicited e-mails I get from headhunters, the IT recruiting industry must still be booming!
In the Los Angeles area alone there are literally hundreds of recruiting firms (just do a metropolitan search on Dice.com -- you'll see what I mean), all claiming to find you that ideal IT position. Being the seasoned IT professional that I am, and also a recent dot-com casualty, I thought I'd let these headhunters work their magic with my résumé.
I found several IT positions that looked like a good fit for my experience and skill set, and contacted the recruiting firms that were handling them. I sent a nice cover e-mail, along with my résumé in the obligatory Word format. If the headhunter had a registration Web site, I filled that out as well. (I should note at this point that this was not just an exercise to provide column fodder -- after my layoff from the dot com, I was truly looking for a new position.)
As a result of my six-week odyssey into the world of IT recruiting, I've written the following letter to any headhunter who is inclined to listen:
Dear Mr./Ms./Mrs. Headhunter,
I know that the IT industry is in a big mess right now. And I know that there are hordes of IT professionals seeking positions, making you a very busy person these days. As one of those professionals I'd like to offer a few suggestions:
- Bone up on your IT knowledge. One of your ads is asking for at least eight years of experience with Windows 2000. Windows NT hasn't even been around that long! Other ads spew forth myriad acronyms -- no one can possibly know all those technologies (or at least know them well). I know, I know, you're just echoing what your client has asked for. Well, you should know enough about the realities of IT to address these issues with your client, rather than just parroting their job description.
- Communicate! Respond to my e-mail. I know I'm not your only candidate, but it only takes a couple of seconds to hit the reply button and type a sentence or two. When I leave a voicemail message, return my call, either to tell me that you're moving forward or that I'm not fit for the position.
- Listen to me. I told you I didn't want to commute more than 30 minutes one way. So why are you asking me about positions that are an hour or more drive time? I also told you that I'm not a C++ programmer, yet you send me job descriptions for C++ gurus. I did go out of my way to mention that I have an extensive project management background, yet you act surprised when I ask you about a project management position.
- Tell the truth. Why do you think we IT professionals rank you guys right down there with used car salesmen and personal injury lawyers? (No offense to either of these fine professions!) Because getting the straight truth out of you is an exercise in futility. I wasted precious time going on interviews for positions that paid far less than you represented; you told me my résumé had been forwarded to a hiring manager when it hadn't; you assured me that I was one of a select few candidates you were sending to a client, when in fact you had already gone through a stack of applicants.
Thank you for hearing me out. Oh, there is one more thing: Can you please tell your clients not to place position requisitions with you unless they are serious about filling them? I know this one's not your fault, but it sure is irksome to go through several interviews, only to find out that the position isn't funded and won't be filled.
Sincerely,
Kevin Kohut
Still Looking?
I never got a job offer after all my searching. But that turned out to be a good thing in my case -- it gave me the extra push I needed to finally get my own business idea moving forward. Of course, as my company develops I'll be needing to hire a variety of IT professionals. Maybe I'll enlist the assistance of a couple of headhunters. Or maybe not!
What's your experience with IT headhunters been like? Post your comments below!
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Kevin Kohut has been involved with information technology in some form or another for over 18 years, and has a strong business management background as well. As a computer consultant Kevin has helped both small businesses and large corporations realize the benefits of applying technology to their business needs.
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More articles by Kevin Kohut:
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There are 50  user Comments for “An Open Letter to IT Headhunters”
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Page 5 of 5
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| 10/1/01: Anonymous says: |
This is a GREAT article. I suggest setting up a forum that would identify these farces that we call Headhunters. They scrutinize us so we should have a vehicle so that we may compare who's really working for us. |
| 10/25/01: Andrew says: |
Kevin is verging on an upper level of genius in my humble opinion. I've been strung along at least twice by IT headhunters. What they'll do is phone then tell you to that they'll have more information next week, so don't do anything. On the next week, they'll tell you to hang on again, it's just around the corner... |
| 12/16/01: Simple says: |
If there are so many recruitment companies out there that are so active in contacting you all, and yet are SO bad, how do they all afford to eat and live? |
| 1/7/02: Anonymous says: |
good, and i thought i was just unlucky in getting every untechnical technical recruiter. misery sure does love company, great article. |
| 4/21/03: Bill Anom from Ohio says: |
I am a headhunter with a very large recruiting firm. You are absolutely correct in your assesment. I'm 29 and I've been recruiting for 3 years. I have learned from some of the best headhunters in the area. Myths: Headhunters are rich. Sure some headhunters are making lots of money, but the vast majority are just getting by. In fact, most headhunters do what they do becasue there is nothing else they are qualified (or even capable)to do. The best headhunters in the world can make $1,000,000 or more a year, but cannot the best telephone sales guy make the same or more? Headhunters are greedy, driven, scumbags that are good at being slimy. They lie, cheat, and swindle a candidate into taking a job and a company into hiring someone. Your job search frustration is due the bad economy, in part. Headhunters are dying on the vine. Companies don't have to pay fees to fill jobs and when the decide to use a recruiting firm they are being very picky. Recruiters are in the mode of 'throwing shit against the wall'. Another bit of fact. Ever wonder how headhunters get names? There are several ways. 1. Job boards - monster.com, hotjobs, etc. 2. Shady Tactics .. call a company and say 'may I speak with your IT manager?" ...receptionist, "Who am I speaking with?" headhunter, "This is Jim with Dell. I need to talk with him ... I forget his name ...Bob ..no Bill ..oh I just forget" Then the gatekeeper puts him through. 3. Referrals -- You call a guy you placed and ask him who he knows that might fit a job. 4. Lists - professional affiliations, internet articles, etc. I could go on forever. All I need to say is that 9 times out of ten you ARE weakening your hand by using a headhunter. If you're employed, regardless of what the recruiter says, your resume will likely be circulating at various competing companies without your knowledge. Also the recruiter will not get you the most possible money - he'll tell you that, though. I'll stop know, but trust me, I know this business very well and there is really no reason to use a headhunter. If you are desperate in a bad economy, call companies yourself. If you are an IT tech call and ask to speak with the director of IT. When he picks up, say, "Hello my name is John.". and go into a spihl about yourself. |
| 12/30/03: Shelby from NC says: |
All true. I worked as a technical recruiter for a total of 3 months when I was in between jobs, (i.e. desperate.) The day I quit was one of the best days of my life. Some of their practices are just repulsive. Whatever it takes to make the bucks. I never thought of myself as naïve until I began that dreaded business and thought you should know a couple more things. Even the so-called “reputable” agencies – the big ones that somehow manage to maintain semi-positive reputations – have practices they won’t admit to: QUOTAS! I worked for one of these big agencies and I was told to interview at least 4 – 5 candidates per week, regardless of whether or not I actually had an open position and regardless of what the candidates’ qualifications were. I felt disgusted bringing these folks in, knowing I had nothing for them. They do it to fill their databases. Get those numbers up on the board (literally) – that’s all that matters. They actually tell you to lead candidates to believe you have something for them. Also, the scripts they give you to read when cold-calling both companies and candidates – it’s truly degrading. I’m sure you’ve heard them; imagine having to say them. Finally, with the technical aspect, they don’t care to take the time to learn anything about your field. In fact, I was actually DISCOURAGED from trying to educate myself on some of the technologies and software even on a very basic level – they said it would “take too much time” – time I should be spending pounding those phones! I just never could get comfortable judging a person’s qualifications when I had no idea what I was talking about. I felt like an idiot and hated knowing that the candidates and hiring managers had to know that I had no idea what any of these terms meant. Don’t be fooled by the ones who say that unethical recruiters give them a bad name – trust me, the reputable, big-money agencies are the worst. It’s like someone trying to pull you into a pyramid scheme who says, “trust me – this is definitely NOT a pyramid scheme.” Worst, most humiliating job experience ever. So when they contact you next, because they will – please be nice, because hey, we’re all people – but call them out whenever possible and know that they’re not looking out for your interests. |
| 8/5/05: Mahendra from Banglore says: |
Hubh of infomation |
| 10/27/05: Bob MacLean from San Francisco says: |
My goal: stand above the crowd. Implement a specific plan to het qualified salespeople hired in companies that meet their criteria. I'm highly motivated with proven desire and integrity at delivering top results selling and teaching 17 years at KGO radio in SF. Top 3 in nation. Champions don't have down time...the sale allows me to use all my abilities and skill I spent hundreds of hours to learn to transfer that enthusiasm and ability in going hard for people I believe in and getting the hire completed. My work habits, organization and refined skill with people and sales will deliver results consistenly when I'm in front of the decision makers. The ultimate is what price is someone willing to pay to be their best and deliver...I've done it every year. In addtion to direct sales at KGO where I sold more new business in station history I was the Director of sales for the 49er broadcast. I'm from Norhtern California and have a huge sphere of influence with major companies and that extends through the chamber and the mayor's office. I'd take huge pride and respect in representing any professional as my work ethic is very consistent. Thank you for the opporutinity to express my thoughts. Continued Success, Bob MacLean |
| 11/12/05: Bill from Phila says: |
Though currently employed, I am in the middle of a job search and while I have utilized recruiters during past searches, my experiences have become worse with each subsequent search. There is definitely a "get them in the door" mentality which is usually prefaced by a supposed job which is a "great match for your skills", which then shortly vaporizes when you push for the recruiter to set up an interview. During my current search, I was actually contacted by six recruiters at the same firm and informed by my primary contact that they sometimes will contact job seekers based on the perceived marketability of a client's resume even if no specific position exist. I respect a person's need to earn a living, however, I do not respect someone who wastes another person's time for a simple "meet & greet" session, when no position exists. |
| 4/13/06: prefer not to say from London says: |
I see where you guys are coming from on some points. You are all missing the point though.. Headhunters are engaged by the client for filling positions which they are unable to fill themselves, i.e they need someone with ultra specific skillsknowledge/experience. Only bad recruitment consultants work on roles for clients who cannot fund the position, the recruiters fee. A good consultant will ALWAYS qualify the client ensuring terms and conditions have been signed, there is genuinley a position to fill, and that no other consultants are working on the position. Otherwise why would we spend 14 hours a day slaving over roles which are a waste of time. Headhunters are only useful for important, rare, or roles which cannot be advertised, i.e you may hear of a company engaging a consultant to headhunt because they want to fire someone in that position and cannot advertise the position incase they realise it's there boots they need filling. I'm sorry you have all had bad experiences, 95% of recruitment companies are average to terrible.... Good luck. |
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