Architecture jobs - Headhunting
If a company is looking to fill a boardroom or other senior architecture
job it is likely it will approach one or more 'headhunter' companies
to help.
Proactive recruitment
In today’s cutthroat corporate world, firms cannot afford
to wait for the right candidate to turn up on their doorstep. They
need to be proactive in their recruitment and that often means using
the services of an executive search consultant – or ‘headhunter’
as they are affectionately known. Some clients perceive headhunting
to be an expensive recruitment option but getting the right person
for the job, particularly when recruiting for senior architecture
jobs, will save time and money in the long run.
The Search
Executive search is proactive, intensive and requires tenacity.
The headhunter needs to be able to maintain an exceptional research
database to identify the right candidate for the architecture job
they have been asked to fill. This will also mean finding back-up
candidates in case the first choice refuses to switch jobs. A headhunter
also needs discretion when negotiating with an identified target.
He or she will not want word to get out they are considering jumping
ship to take up a job with another company – possibly a rival.
Flattered, but is this candidate ‘the one’?
Anyone who has been headhunted will agree that the initial approach
is a huge boost for the ego. However, it is vital that the candidate
is guided into seeing what is right for him/her rather than be flattered
by being considered for a golden opportunity. Headhunters are not,
despite common belief, trying to shoehorn any person into any architecture
job at any price. To complete the jigsaw all the pieces - character,
skills, experience and aspiration - have to fit.
The Negotiations
All contact between client and candidate can be seamlessly managed
to avoid pitfalls, and to address any contentious issues in a productive
manner. Once company interviews are underway the headhunter will
remain available to assist both parties in any way. As a third party,
the executive search consultant can provide an independent opinion
that can be invaluable in providing an outside perspective and arbitrating
on matters that could hinder progress between the client and the
candidate for the architectural job.
On the receiving end
If you’re using an executive search consultant to fill an
architectural job within your company, you should remember that
you could be on the receiving end of the equation – having
your staff ‘poached’. Not only will you have lost a
valued employee, but you will have the problem of replacing that
individual. Good advice is to treat your colleagues with respect,
pay them what you can afford, and involve them in the growth of
the company, then you will hopefully avoid losing out to the headhunter.
To talk to one of our executive search consultants about your architecture
job vacancies, call now on 0115 946 9034 or e-mail us at recruit@ktp-recruitment.com
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