In the one of the classic scene’s from the BBC comedy series ‘Only Fools and Horses’, Trigger, a gormless and dim-witted but close friend of Del-Boy Trotter, claims that he’s had his road sweeper’s broom for 20 years. But then he adds that the broom has had 17 new heads and 14 new handles. “So how can it be the same bloody broom then?” asks his friend Sid.
Sometimes the same logic can apply to headhunters’ track record…
Anyone who knows me well knows that I lack the sporting gene. That’s not to say that I don’t sometimes enjoy playing sports; but I almost never watch sports on TV and only follow sports people or events that make it to the front of the newspaper.
So how did Godliman come to model our “Godliman Rule” for diversity hiring on the US National Football League (NFL)?
Imagine you are out for an evening stroll in Pacific Palisades and, lying under some shrubs near the sidewalk, you see a leather-bound filofax, almost hidden from view. You pick it up and, with rising astonishment and excitement, realise that it belongs to Stephen Spielberg. It contains his calendar, to do lists and his address book, listing hundreds of his contacts in Hollywood. Could this be your ticket to fame and fortune?
We are pleased to announce that Deborah Pridemore has joined Godliman Partners as an Associate Consultant, based in the US.
Some books that we recommend reading if you are in the process of looking for a new role, or starting to think about a move.
There are three categories of headhunters in the UK: Search, Agency (or Contingency), and Selection.
Selection firms advertise roles and then select candidates from the responses. Selection is a declining category, and tends to most commonly combined with Agency Recruiting.
This is a guide on how to manage Selection firms as part of your job search.
There are three categories of headhunters in the UK: Search, Agency (or Contingency), and Selection.
But, even if you assiduously cover all three channels, there will still be quite a few Asset Managers that you will not be reaching. This is because quite of the few of the larger Fund Management firms have internalised the headhunting function by hiring former headhunters into the Talent Management role.
Hence this is an important new channel that job seekers need to cover if they want to cover the larger global investment firms.
Sometimes it can be hard to find out which headhunters operate in your sector. This is a basic guide to which resources and search engine terms to use to help you to compile a list of suspects.
There are three categories of headhunters in the UK: Search, Agency (or Contingency), and Selection.
In the past, each category operated with a distinct methodology. These days, some of those distinctions are breaking down. Technology has reduced barriers to entry, allowing Agency recruiters to conduct active searches. With Agencies offering a slimmed-down Search service, it’s sometimes hard to tell if a company is an Executive Search firm or an Agency – particularly hen many Agencies include the word ‘search’ in their company names, even though they are agencies.
This is a guide to identifying whether a firm is an Agency and, if so, how to manage them.
It’s not always obvious from the job seeker’s perspective; but it’s important to always keep in mind that no headhunter is ever on the candidate’s side: the hiring company is always the client, even when it seems the headhunter is representing you.
