 |
|
 |
|
 |
Kevin Kohut
|
|
|
|
 |
 |
An Open Letter to IT Headhunters |
| Kevin looks back at his headhunter experience. |
| by Kevin Kohut |
|
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!
|
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.
|
|
| |
|
More articles by Kevin Kohut:
|
There are 50  user Comments for “An Open Letter to IT Headhunters”
|
|
Page 3 of 5
|
| 8/16/01: Ilene says: |
Kevin, sounds like you've met some of the headhunters that have been calling me. You missed the one who recommended I "add" a few things to my resume to improve my chances at getting an interview. I told him to get lost. It seems all the calls are from headhunters - aren't there any companies out there who want to hire directly? It's getting depressing out here. |
| 8/16/01: Chris says: |
Hi my name is Chris and I'm a survivor of headhunters...... When I went looking for work a few years ago I experienced everything everyone has listed thus far. Suprisingly I actually got a job through one, but I would never do it again, unless I was one step closer to working at McDonalds and even that may be better then dealing with them. As if I thought my experience with them was over, it still continues. I get at least 2 calls a week from headhunters trying to place someone with great skills, or some awesome talent. While I feel bad for the people they're trying to push (if they do in fact exist) they can't seem to understand the statements "We don't use headhunters" or "we aren't looking for anyone". Of course they turn that around and ask if I'm looking for a new job. When I tell them no, and that I wouldn't use a headhunter if I was. They act like they deserve some type of chance to prove themselves or just keep pushing until eventually I tell them to take our phone number off their list and hang up. What's really interesting is that we don't use them anymore because my boss had a horrible time dealing with the firm that placed me. He never wants to go through that again. What upsets me the most is that they are pimps of the tech world. They make allot money off of a little more then transferring resumes and a few phone calls. Here you've worked really hard and put in allot of time and money to have them take a piece of what could have been your salary. I think prostitutes get treated better. In the end I'd like to suggest to everyone that they tell their hiring managers and/or hr department to avoid using these firms at all. As we've seen they don't care if the person is right for the job, or if they are truly qualified they just care about making that "sale". Save the money you'd pay them and instead take a little more time and pay your potential staff member a little more. Maybe if enough people do this we can kill off these leeches. |
| 8/16/01: CT says: |
I've had headhunters that led me on a wild goose chase. Told me to attend interviews where the interviewer didn't even know that I would be showing up in the first place. In the end, I found my job the very old way - through want ads in the local newspaper. I'd say, just forget about them, don't waste your time. |
| 8/16/01: Robert says: |
Amen! |
| 8/17/01: Steve says: |
I would like to see you post this information where the whole world, especially where headhunters and employers could read these comments and the article. Great JOB !!! |
| 8/17/01: Mike says: |
As a Senior IT Recruiter, with a 28 year history of recruiting the best Technology talent for the industry's premier companies, I regret the bad experiences and frustrations you have endured with "headhunters" that unfortunately have given legitimate professional recruiters a bad name. Believe me: there is a difference between a "headhunter/vulture" and a recruiter who is technically savy, well-trained, certified, educated, and knows all the players (technologist, consultants, hiring managers, executive decision makers, etc.) and the real role each of us really plays within our chosen field. I suggest that when you are approached again that a simple question is a good start in determining your level of involvement: Are you directly recruiting me for a position you have in your organization? If the answer is NO......that is your que to "blow them off"...... |
| 8/17/01: Dark says: |
Here's my personal experience. Last week, I had a headhunter tell me over the phone to take a pay cut, and work for this Japanese firm. I told her candidly that doing so won't make any sense. I couldn't believe it! She just wanted to make the sale. She didn't care about me at all. She's like a pimp. She had the nerve to ask me if an OCP had hands-on experience on Oracle, or whether people can just self-declare they are Oracle certified after dabbling a little with the software. I told her politely that *nobody* without in-depth hands-on experience on Oracle can pass a certification exam. |
| 8/20/01: Anonymous says: |
Job History since retirng from the Air Force.<br> 1. Networking (hired by someone who knew me) <br> 2. Newspaper ad<br> 3. Newspaper ad<br> 4. Hired by company that took over contract from previous company.<br> 5. Networking (former coworker was HR manager)<br> 6. Newspaper ad<br> 7. Radio ad<br> I worked with headhunters each time. The next time, which may be real soon, I think I will just create my own company and avoid the temptation to make comments to idiots who think a certification is a more important indicator of competancy than an A.S. or B.S. or in my case, M.S.<br> |
| 8/20/01: Anonymous says: |
Boy has the world changed, or is it the PC world has not developed PROFESSIONAL recruting. I startrd in the IBM world in 1970, and last used a recruter in 1988. They knew the field, and had real positions to be filled, also no recruter had an exclusive on me. I also required them to notify me BEFORE my resume was sent to any company. You must INTERVIEW the recruters before you let them represent you. Can the represent you, and can they represent the company that has retained teem to fill OPEN positions. Do they KNOW the industry and what the acronyms mean. If not do not walk, but RUN the other way. |
| 8/22/01: Steve says: |
Perfect! I don't know if placing people is that easy or the average headhunter is that clueless, but you hit every one of my gripes right on the head. |
First Page Previous Page Next Page Last Page
|
|
|
|
