Am I Strong? Am I Marketable? Do People Like Me?

Well, the third question sounds like a personal issue, so I won't deal with it (at least not in this book). But, the question of one's market strength is worth exploring: can I, as a recruiter, sell you? It's fairly simple to answer-just ask. Of course, you want to ask the right person. You don't want to subject yourself to old-school headhunters who try to talk you down so they can gain "control" over you and your interests: they are easy enough to spot. You want to find straight- talking, human recruiters. Authenticity is also easy to spot. Just ask yourself "How do I feel when we interact?"

Then... after finding a straight-talker you trust:

1. make them feel really safe, telling them you want a no- nonsense answer-and can take it: many recruiters may write you off while playing nice-nice unless you ask outright for the straight dope.
   
2. bolster yourself to hear their open, honest opinion without arguing or making your case (this will just shut down any openness you have fostered).
   
   
   

The degree of comfort you deliver is the degree to which they will tell you exactly how you measure up in the market. And don't take just one person's opinion-as a matter of fact, you don't have to take anyone's opinion but, if you really want to get an idea, this exercise will work. My advice, however, remains the same: stay put at your job, whether you're hot or not.

You may well say, "What do I care what fees the headhunter charges, so long as I get the interview and land the job?" Well, I'm not saying it carries all the weight of your determination, but consider this: would you rather go to work for a company strong and financially capable enough to hire the Neiman Marcus-style recruiter, or for a company so frugal as to shop only at Wal-Mart? What is the "price vs. value" mentality you would like your future employer to have? Nothing wrong with saving money, but will this reticence to pay for top professional service reveal itself later in the company's relationship with you as a valued employee?

Another determinant of clout focuses on whether or not this headhunter has the influence and connections to place you in positions commensurate with your qualifications and experience. Again, this is easily assessed by turning the interview tables on the recruiter and asking "Can you please tell me the professional and salary levels of your last 4 placements?" Be prepared for the headhunter's "Excuse me? Who do you think you are?" response, in voice or facial expression. If you have earned your stripes by being one of the best in your field, you can easily get away with this. A recruiter truly dealing with individuals at your level should be willing and able to give you relevant examples. If, however, they squirm and have nothing to offer, you might be dealing with someone in a league of their own-not yours.

A final divining rod leading you to clout is a recruiter's professional designations, affiliations, and associations. In any profession, distinction is often made by a smattering of letters after individuals' names. PhD, MBA, JD, CPA, CFP, and MD degrees and certifications signify particular expertise and training. So, too, do the letters CPC and CSAM help identify professionals in the recruiting world. A Certified Personnel Consultant (CPC) has passed a series of rigorous exams covering ethics, professional recruitment knowledge, and employment law. This exam is administered by the National Association of Personnel Services (NAPS), the oldest trade association of the staffing industry. Much like a CPA, a CPC must be maintained through continuing education credits, earned by attending professional training seminars, completing educational coursework, etc. A Certified Senior Account Manager (CSAM) is a designation specifically used within the firm of Management Recruiters International (MRI) to recognize top consultants who, again, have passed certain educational and effectiveness requirements. However, keep in mind: letters don't buy you every-thing, and lack thereof is not necessarily a black mark. It is just one of many available criteria to use in evaluating a professional in any field.