If you’re looking for a headhunter you’ll have already asked the right questions; worked out if you’re happy with the fee; not been fooled by sector specialisation; and made sure you’re clear about service standards – all this issues are covered in this blog - look under “How to Choose a Headhunter”.
But……….
…………what happens after the search? How can you be sure you have a safety net when things don’t turn out as planned?
Make sure you get a guarantee that, if the candidate doesn’t work out, the headhunter will find you a replacement at no extra cost.
If the headhunter has done their work right, then the chance of things going awry are thin, but even so, the best laid plans of men often go astray. A good headhunter will stand by their work because they know they are likely to have chosen well, so the risk to them is low. You should get a 3 month guarantee without blinking; a 6 month guarantee may take more haggling, but stick to it. If they won’t guarantee their work, you’ll know exactly what to think and go elsewhere. There may be some sensible conditions, like not changing the job description after they’ve started, but don’t let that stand in your way.
Get a guarantee and get it in writing. It makes great business sense and will sort out those those who have the balls to stand by their work.
Written by Martin Ellis – me@samheadhunting.com
Hi Martin,
Its interesting to know your views.
I’m a headhunter myself and I strongly disagree with you.
Sure, the headhunter should be sure of their work and be totally convinced that the person they are advising the client to hire is the right fit.
However, are we assuming here that the hiring authority has no say/opinion on the person they are taking on board? I haven’t come across a client who blindly hires a candidate which the headhunter refers!
Its ultimately the call of the client and by all means, they should demand more options from the headhunter if need be.
Then why should the headhunter ALONE take the guarantee of the candidate working out with the organization?
Its a not a matter of a guarantee of 6 or 12 or 24 months. Its about sharing responsibility between the client and the headhunter. The clearer the brief given to the headhunter (and likewise, the more clarity the headhunter demands of the position), the lesser are the chances of the search going awry.
Hope you appreciate my perspective.
Thanks-
Manmeet
By: Manmeet Sandhu on May 5, 2009
at 5:47 am
Hi Manmeet,
Thanks for your comment, but you’ll hardly be surprised that I don’t go along with you, although I can see your point. The reasons I think I should offer a guarantee are:
1. I wouldn’t have confidence in any brand that wasn’t prepared to stand by their work.
2. In the UK headhunters have acquired a reputation for being costly and slow. If I can differentiate our service and demonstrate some level of commitment to the client, then I may stand a better chance of getting the sale.
3. The business risk is low. I have only delivered on a guarantee once, and still have that client giving me repeat business.
4. The offset to the guarantee is, to some extent, set in the form of the retainer fee we invoice at the front end of any assignment. This is an investment the client makes in advance, and it’s simply good practice to make some level of commitment in return.
5. I grant you that the client brief is absolutely critical, but having the guarantee also gives me a tool to say to a client who wants to rush the brief, “Look, I’m giving you a guarantee here, but to make that work, I have to have a tight brief for the job you’re looking to fill. If we can get that sorted from the outset, that improves the chance you’ll get the person you need, and I won’t have to deliver on the guarantee”.
The guarantee is simply good business practice and helps us differentiate ourselves from our competitors. There are other tools we can use, but my experience is that I have sold more business with a guarantee than if it wasn’t provided.
Thanks for your feedback. You made me think for a while, but I am now more firmly set that this is the right way to go.
Regards
Martin
By: SAM Headhunting UK on May 5, 2009
at 9:49 am