Every Tom, Dick, and Harry can set up a recruitment business, so not a surprise that the concepts of moral right and wrong are relative and mean different things to Dick and Harry.
This will upset people but read here about 7 ways recruiters screw their clients.
The extreme low investment to set yourself up as a headhunter, a coach, or a consultant, is obviously attractive to many.
No one bothers and you can call yourself any of the three names – headhunter, coach, consultant – without having a qualification, academic background, work experience, or business license.
Just because someone calls him- or herself a headhunter is not in itself a guarantee that you are dealing with an experienced top executive who has been around the block and knows what s/he’s doing.
If you have not seen any candidates from your contingency recruiter (only earning a fee if a candidate gets hired) say within 5-7 days, or those resumes you received were not good enough, do not believe that a continued search is ongoing. Your recruiter is already on the next assignment – but will not tell you.
The recruiter will manipulate the client to believe the candidate will only accept the offer on a higher salary in order for the recruiter to earn a higher fee.
Not fair to overcharge the client who hired you in an effort to charge more. It’s a bad practice indeed.
During the recruitment process, the recruiter gets to know several of the client’s key staff. Once the job assignment is completed with a placed candidate, the recruiter sometime later returns to hunt the client’s employees. Bad boy.
It happens and I have clients confirming this. A placed candidate is re-headhunted, maybe years later, by the recruiter who placed the candidate with that same client company.
It is also called Shooting Yourself In The Foot!
As a client you have received several resumes from your recruiter. When you start interviewing the candidates, you realize… because the candidates tell you… that your recruiter only made a brief call to the candidates but never met, never actually conducted a proper interview.
Welcome to recruitment on steroids where only speed is the objective.
There are more jobs ads on LinkedIn and Glassdoor that come from recruitment companies than come from hiring companies.
What does that tell you? Some call it headhunting. Are you kidding me?
I still can’t get my head around why hiring companies would pay a recruiter a fee for placing an ad that they could have placed themselves for free.
If this is the first time you hear this information and you wonder, why? Oh well, the only people who have the knowledge are probably the same people screwing you.
Don’t wait, get in touch and write me an email to hear how executive search really works at an international level. Email.