Executive Talent Agent or Headhunter
Do you know who is better in helping you land your next job?
December 3, 2009
Having an executive talent agent is a competitive advantage providing expert confidential, personalized career guidance, exclusive entrée to prime inside connections as well as comprehensive professional services that support the daily needs of busy executives.
Executive talent agents and headhunters (also called executive search consultants or external recruiters) appear to produce the same outcome: introduce executives to potential new employers. However, there is an unmistakable distinction. The two professions are paid by, loyal to and represent separate parties that may have different priorities and opposite interests related to the same recruiting transaction.
Headhunters stay in business by satisfying their corporate client’s, i.e. an employer’s, mandate. They find appropriate prospects to fill an open position. They are not outplacement specialists. They don’t create new jobs or find spots for individuals. Headhunters are paid by employers to identify and attract new talent who exactly match the employer’s specific requirements. Their role is to source the perfect candidate and manage the applicant pool. Thus, headhunters frequently exert control over the recruiting process by limiting executives’ ability to communicate directly with company insiders, those with actual hiring authority.
Executive Talent Agents
Executive talent agents are consultants to individual executives and have been compared to the agent model in the entertainment and sports industries. As experts, they provide a competitive advantage for the individuals whose careers they manage. Their knowledge, guidance, connections and business savvy propel their clients’ success. Individual executives — not employers — pay an executive talent agent for services that include being their personal coach, mentor, representative, advocate, confidant and scout. An executive talent agent can be a long-term partner or retained on a short-term basis to advise on a job-search campaign. Their remuneration ranges from a percentage of an executive client’s annual compensation to a project-based or hourly fee. Agents usually differentiate their practice by industry sector or functional discipline.
Why Choose an Executive Talent Agent
Executive talent agents are not a substitute for executive-search consultants and vice-versa. Search consultants put their employer-clients first. Executive talent agents on the other hand evaluate situations from the personal perspective of individual executives.
Here are seven reasons why you should give executive talent agents another thought. The exclusive benefits they provide for their executive clients include:
Retaining an executive talent agent is an investment. You are most likely to appreciate and value this relationship if you that fit into any of the following categories:
If any of the above applies to you, then an executive talent agent may be the right solution for your career’s future success.
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© 2009 Debra Feldman
Debra Feldman is the JobWhiz™, a nationally-recognized expert who designs and personally implements swift, strategic and customized senior-level executive job-search campaigns, banishing barriers that prevent immediate success. Her gift for cold calling, executed with high energy and savvy panache, connects candidates directly to decision makers, not HR. Network Purposefully™ with the JobWhiz, and compress your job search into mere weeks, using groundbreaking techniques profiled in Forbes magazine. In addition to her private practice, writing featured columns and conducting exclusive workshops, Debra is a recommended resource to alumni of top-tier business schools. Contact Debra at www.jobwhiz.com to expedite your executive ascent.