Advice for Candidates working with Headhunters...

In well over a decade Headhunting, only two candidates have ever asked me how they can work with Headhunters like me more successfully. Not a great statistic. Oh, and they both happen to be rockstars!

It occurred to me most candidates have a certain personal POV on this candidate-Headhunter dynamic. So let's shine a light on this and talk about the top-10 things candidates can do to be more successful when working with a Headhunter.

A couple of quick caveats to this advice - Headhunter refers to a retained rather than contingent recruiter, and by candidates we mean senior (VP & C-level) executives who have been pro-actively approached by a Headhunter about a specific role.

1 - Give them data points. Headhunters take a detailed briefing with their client and usually a range of 'must-haves' emerge from that - such as a candidate who has seen company growth from, say, 50-150 people. If you don't share the specifics they need, this makes it difficult for them to put you forward on their shortlist.

2 - Admit your failures. A candidate that hasn't failed in start-up world hasn't tried hard enough. Founders value people who have scar tissue and have learned valuable lessons (on someone else's dime). Especially in this current market, someone who has only ever known 5th gear growth and never faced adversity, had to pivot substantially, make hard decisions along the journey - they're just not as valuable. The truth is, we've all failed, only some of us have the confidence and humility to own it. The irony is, this is exactly what Founders are looking for.

3 - Be clear about the reasons behind your career moves. Not answering this question directly and concisely is a huge no-no. You need to remove, not create, doubt for a Headhunter. Be succinct, be clear, and be honest - anything else invites questions.

4 - Give them the time they need with you. You're busy and you get approached by recruiters all the time - we get it. But a Headhunter simply cannot put you on their shortlist without doing the necessary diligence, and this requires your time. By all means qualify their opportunity as quickly as possible, but if it's something you're interested in, give the Headhunter what they need.

5 - Be nice! Treat the Headhunter in a similar manner as you would the hiring manager - they're both qualifying you as a candidate and have the power of veto. Headhunters typically have a strong relationship with the hiring manager, there is a lot of trust there - make that work for you, not against you.

6 - Be honest! Headhunters can usually smell BS a mile away. We interview smart, senior people all day, every day. Then have the benefit of feedback from client interviews and references. Our antennae are finely tuned. It's in your own interest to be as straight with the Headhunter as possible.

7 - Be as upfront, clear, and detailed on compensation as you're comfortable with. Perhaps no topic is more contentious than this, but a Headhunter has no more desire than you do to waste their time exploring a match that won't work financially. Typically Headhunters receive a % of the candidate's package, so they're not trying to 'get' you as cheaply as possible. If you're vague on comp, you create risk for a Headhunter including you on their shortlist.

8 - Make time during the day to speak with them. I've held countless candidate calls in the evening or weekends. Understandable, but don't forget that Headhunters are just doing their job, they have families too - find a quiet 10 minutes during your day for them, everything will move faster and easier.

9 - Let them qualify you. There are few things as off-putting as a candidate stating they are perfect for a role. It is quite literally the Headhunter's job to make that determination - don't do it for them. You don't know the client, you weren't at the search briefing, you don't know how strong the other candidates are. Give the Headhunter what they need to make their own determination, and accept it.

10 - Accept feedback. Working with a Headhunter is a great opportunity to get detailed feedback from a professional on how you present yourself and how you compare to your peers in the market. Help create a transparent, accepting dynamic - you will likely improve your chances of success through the interview process itself and, regardless, take lessons forward with you.