According to one project manager, working for a major contractor in the south east, you get involved at your peril. "Head hunters are parasites creating a self perpetuating employment merry-go-round where their interest lies in their 12.5-20% fee and they don't really give a hoot about the staff, their calibre, or suitability to the job. The ones who are filling a specific role are okay, but agencies that pester you every three to six months are just trying to move people around to get their commission. They are trying to shoehorn you into a role rather than find the right candidate for the job they have.
"They flood the market with CVs and hope that if they send you enough one of them will stick. I've been sent CVs that are totally unsuitable. Now and again you recognise the details of one of your staff, which can be pretty embarrassing for them when you drop it into conversation. Often it turns out that they've been pestered by an agency and aren't really aware that their details are being circulated," he says.
Another project manager working on a major scheme in the Midlands is more forgiving, but still not totally convinced. "So often head hunters misjudge the level they are aiming at. They oversell the job so it sounds like there is a lot of responsibility but it's nothing like the way they have presented it when you go to the interview.
"I'd say the quality of head hunters; both the ones I've been approached by and the ones I have used varies greatly. There are some good professional ones out there but there are some real cowboys as well. Some are so mickey mouse it's unbelievable."
But whether you vilify head hunters as parasites, or praise and laud them as trouble shooters, you can't escape them in the construction industry at present. Head hunting is used mainly for senior and specialist positions, around £40,000 and upwards - senior project manager and contracts manager up to main board director. But the lack of good quality staff with the right experience means that the hunting grounds now include more junior management.
Chris Cheetham, regional director of Hays Executive, recruitment consultant and head hunter, says the practice is booming. "A higher proportion of our work is head hunted rather than advertised, and this is more now so than ever before."
Alistair Neill, director of personnel for HBG Construction has also noticed more head hunters on the prowl lately. "The activity of head hunters has most definitely increased in the past 18 months to two years. It's the way some companies choose to tackle the skills shortage. If a company needs skills badly enough it will throw resources at getting them."
As with any profession, there is the good, the bad and the plain stupid. Kath Knight, human resources director at Mace is particularly careful in the present climate of head hunters sniffing round her staff and is aware that she does lose staff to them. The approaches range from the cunning to the downright blatant. "One head hunter had a very unsubtle approach. They sent letters to all the staff in our head office, except the way the letter had been put in the envelope window all you could see was Mace, so a lot of them ended up on my desk.
they are trying to shoehorn you into a role
Project manager
"We get calls from people wanting to know about our structure and positions, they are trying to get an idea of the way our company works," she adds. "Often they will target junior staff and ask them seemingly innocuous questions. But we don't give out any details about our staff over the phone. People have to write in if they have a legitimate query."
In their defence, Kath Knight says she has had one good result from a head hunter. "We haven't used them extensively, mainly because of the cost, but we did fill one position with a candidate presented by a head hunter and we were very impressed with them. It is definitely of benefit for senior positions, because head hunters reach people who don't have the time or inclination to read job ads or send out their CV, but may be interested in a move."
A project manager working for a modular building company says his experience with the head hunter which placed him in his current job was great. "The job was presented to me very honestly and the whole experience was very positive. I was very, very surprised because I've dealt with some bad head hunters before, but this one was very professional."
"After the initial telephone conversation, we had an in depth face-to-face interview which the head hunter used to produce a report on me to show to the organisation he wanted to place me with. He actually added value, and wasn't just a sorting house like so many other head hunters are."
Building up trust and a relationship is crucial, he says. "It was clear that as well as having a rapport with me, he had a good relationship with his client, so I was vetted and understood what was on offer and so did they. The placement was almost confirmed before I had the interview because he had matched us so well."
And if it is done properly, using a head hunter can be very beneficial, he adds. "Head hunters can do a lot of discreet checking on your behalf, if they do their job properly and can cut down on a huge amount of initial selection. They are also able to approach companies on your behalf that it might be sensitive for you to talk to personally."
A regional director for a major contractor also gives good reports of head hunting. "It has definitely helped my career and given me access to opportunities that I wouldn't have necessarily found myself. Head hunters can look at the market and focus on a specific opportunity much better than you can yourself, particularly at director level."
Gamekeeper turned poacher Jeff Sharkey, who was a regional director at Birse for 25 years before setting up his own recruitment consultancy, says it is in the interest of the good head hunter to play it straight.
Caution: Head hunter alert
How to get head hunted
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Construction Manager
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