高级候选人应该如何进行猎头公司的面试

7月11日

Acing The Headhunter
Scott Reeves, 05.18.06, 6:00 AM ET

New York -
Many top-level job candidates see the search firm as a hurdle to be hopped to get to the "real" interview with the company offering the job.
Such an attitude can be a fatal mistake, killing your chances for the job at hand and any future openings handled by the recruiter.
"Some candidates see the search firm as something to be worked around," says John Salveson, co-founder and principal at Salveson Stetson Group, a retained executive search firm in Radnor, Pa. "This shows a lack of sophistication--the candidate simply doesn't understand how things work."

In Pictures: Interviewing With An Executive Search Firm

Salveson says the smart candidate uses the initial interview with the recruiter to explore the opportunity and to see if there's a fit with the company offering the job. Ideally, the interview should be a relaxed give-and-take between the candidate and the recruiter rather than a hard sell from the job seeker.
Salveson says many candidates try to oversell themselves, stretching their experience beyond reason and almost panting for the job. This suggests a lack of honesty and smacks of desperation, two traits guaranteed to get your résumé tossed in the reject heap. (See: " Acing The Job Interview" and " Is Your Body Language Betraying You In Job Interviews?")
There is no such thing as a perfect candidate, and your experience is unlikely to be an exact fit for the job requirements. If you don't have the needed experience, explain why. If you plan to get it, say so. In either case, relax because if this job doesn't work out you'll have a shot at the next one--if you make a good impression with the recruiter.
If you have any holes in your resume, explain them during the initial interview. Or, if the job requires a move and you can't quickly jump to a new city, say so. For example, if your kid is a junior in high school and you need to stay put for the next two years, make that clear in the first meeting. (See: " Catastrophic Job Hunting Flubs.")
"Eleventh hour surprises such as an unwillingness to move raise questions about the candidate's integrity," Salveson says. "That happens more than you might think, and it means that I'll never consider that person for a future search."
A few candidates talk incessantly when meeting with a recruiter for the first time. Some do it out of nervousness and quickly calm down, but a handful apparently think a barrage of words will snow the recruiter.
Salveson takes notes during the interview and has two quick ways of indicating that someone blathers: TTM, or "talks too much," and BWB, or "buzzword bingo." (See: " Job Hunting Tips From Recruiters.")
"Tell me who you are, what you've accomplished and what you seek--and do it in plain English," Salveson says. "I've heard all the buzzwords, and I'm not impressed by them."
Salveson says the initial screening for top jobs is rigorous, and about 90% of the candidates don't make the first cut. Surprisingly, about 25% of potential candidates talk themselves out of the game in the first interview. Some don't listen to the questions, or ignore them, and their responses are off the mark. Others just blow smoke.
"Most executives are naturally inquisitive," Salveson says. "It's their style to be curious and ask questions. Most candidates are sincere in looking at the opportunity, and their curiosity about the job is genuine. They understand how an executive recruiter works, and they think strategically about their careers. Successful candidates develop an ongoing relationship with a good recruiter, knowing that if the current opportunity isn't right there will be others. Candidates who don't advance often don't look beyond the current job."
Salveson says "executive presence" is more important at the initial interview than a three-piece suit. He looks for confidence and presentation skills. Most candidates show up in a coat and tie, but he understands if someone shows up in causal clothes. Typically, candidates are employed when they launch a search, so wearing a charcoal gray coat and power tie to the office on dress-down Friday would signal to everyone that something's cooking on the job-search front. (See: " Dress For Success.")
"Use the initial interview with a recruiter to explore the opportunity and the corporate culture at the company offering the job," Salveson says. "The more the candidate moves away from talking about 'fit' with the employer, the less likely it's going to be a good long-term position for them. I'm not interested in just filling slots because about 80% of our business comes from clients we've worked with in the past, and I expect to work with them in the future. I'm not shoehorning people into jobs--I'm looking to smoke people out who are just giving the right answers but won't work out long term."