by William Finlay, James E. Coverdill
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Book Description
Headhunters--third-party agents paid a fee by companies for locating job candidates--perform a unique sales role. The product they sell is people, matching candidates with jobs and companies with candidates. Headhunters affect the professional lives of thousands of employees every day, and their work has a profound, though hidden, effect on the employment picture in the United States. William Finlay and James E. Coverdill draw on interviews with and observations of headhunters and on analysis of headhunting training seminars, lectures, industry newsletters, and a mail survey of headhunting firms. The result is a frank and sometimes unsettling portrait of the aims, attitudes, and tactics of practitioners. The payment of fees has shifted from candidates to employers, and recruiters now find people to fit jobs rather than the other way around. Finlay and Coverdill address what they feel is a serious lack of research about the work headhunters do and how they do it. Their book is built around three major questions: What advantages do employers derive from using third-party agents to handle candidate search and recruitment? How are headhunters able to accomplish the double sale ("selling" candidates to employers and employers to candidates)? What criteria do headhunters use for selecting candidates? In the process, Finlay and Coverdill link their findings to larger issues of institutional and historical context, revealing the economic and political reasons clients use headhunters, demonstrating how headhunters manipulate clients and candidates, and assessing the impact of headhunters' actions on hiring decisions.
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Average Customer Review:
0 of 0 people found the following review helpful:
Sales Recruiter, 2008-02-13
Being an independent recruiter for the last 10 years, I have to say that these guys really portray the day to day challenges that we face. Most of the research was done in the 90s - some things have changed but the basics have remained the same.
If you are considering becoming a headhunter, this book tells it all - good and bad. This industry is easy to enter but hard to survive in.
0 of 1 people found the following review helpful:
Very interesting read, even if repetetive on the main theme, 2007-05-13
I found the book to be full of useful material. Although sometimes one has climb around the author's ego, this will be one of the books that I re-read every few months.
2 of 5 people found the following review helpful:
 For Contingency Recruiters only, 2005-07-24
Not a bad academic study of the contingency recruiter world. It lays out the basic recruiting process for the low to mid level staffing world.
4 of 5 people found the following review helpful:
 Best comprehensive headhunting book for headhunters, 2005-05-13
I have been working in this field for 25 years, and read most of the major books. Although I am a big fan of Bill Radin, this
book blew me away. Perhaps it's social science orientation rather than "war stories" that you find in other books of this ilk. True, as another reviewer says it does not have a major web focus, but the web is a tool and more for HR than headhunters. Companies don't pay 5, and occasionally, 6 figure fees for what they can get off of a $500 ad on Careerbuilder or Monster.com. The data doesn't lie. Anyone that wants to start, improve, or reach their peak in this often misunderstood profession should definitely read this book. It's a fairly quick read, but it tells you what you need to do to be a successful headhunter via in depth surveys of successful practitioners.
12 of 16 people found the following review helpful:
Excellent overview of how headhunters work, but in mind 90's, 2002-10-01
As a novice in the recruiting/headhunting industry doing research for a business plan, I found this book to be very informative. It has input from a lot of real time headhunters, so you get to understand how they work on an industry level and on a day to day basis. However, in spite of vast research the authors have put into this book, most of the research was carried out in mid nineties (although the book was published in 2002) so the word "internet" comes up only twice (or a few times) in the book. One gets an impression that the resume/candidate database is one of the most important assets for a headhunter, but I wonder to what extent that is relevant given that a few resume databases such as monster, careerbuilder, hotjobs (some of these sites are mentioned only once or not at all) will give anyone access to a greater number of resumes' than someone who has been in this business for a long time and relies on the resume's in their own database.
But, is in any industry, certain things always remain the same, even with the influence of the internet, and this book does a great job of shedding light on how headhunters work in the marketplace.
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