We suggest the following questions to open the discussion. They will, if nothing else, ensure the headhunter is aware that you know what you are doing.

Q.) How long have you been in the search business?

E.) Technically, anyone with a phone and a fax can set up a search firm (they won't last long but they may be around long enough to call you). The most successful firms are not necessarily the largest because many stay small and specialized by choice--but they should have a few years behind them. The Search Industry is one that makes quick work of most upstarts. If a firm has been in business for a few years, they are doing most parts of the job correctly.

Q.) Do you have a direct charter from the company to conduct this search?

E.) Contracts between headhunters and companies are as creative as the people involved. There are few standards and they will vary a great deal around several variables; however, there should be a direct and explicit agreement of some sort. Don't expect them to send you a copy of it, but you should ask them to tell you about it. The headhunter should be willing to tell you whether he has an exclusive, retained, or contingency contract. If there is no explicit agreement chances are good that the headhunter is trying to send your resume unsolicited (if he is trying to send it at all). Very few companies accept unsolicited resumes from headhunters (some return them, others throw them away.) A headhunter who sends unsolicited material is not likely to have good contacts inside the organization, and can do little more for you than you can do on your own.

Q.) Have you met the people you are sending the resume to?

E.) Much of what a headhunter can do for you depends on her relationship with the people in the organization. If a headhunter has a good relationship with the people and knows the organization she can offer you some insights into the important dynamics of the company, as well as help prepare you (within the confines of her agreement with the company) for interviews. A good headhunter does not simply submit your resume; rather, they present your background to those who need to know, they track the progress of your paperwork as it goes through company channels and they follow-up after interviews. As search firms are becoming increasingly mainstream and used for a broader range of positions, companies are realizing that headhunters who take the time (and have the opportunity) to get to know the organization are far more effective in finding candidates who are well suited to the organization.

Q.) Have you worked with this company before?

E.) Search firms, like any other service company, thrive on repeat business. To get the repeat business, they have to do an effective job. If they have a history with the company, chances are good that they know how to work successfully with them. Any honest headhunter will tell you that the first placement with a company is the toughest.

Q.) If the company is not interested, what happens to my resume?

E.) This is big. Don't forget it. A good headhunter will assure you that they will never send your paperwork to anyone without getting your approval to do so. If the search firm keeps a database, and most do, they should be able to tell you without flinching that they give no one access to your paperwork without your consent. As obviously ethical as this may sound to you, it is a "gray" area with some firms. It is not a gray area with the best firms or the firms you want to work with.

If you trust the search firm, it is not a bad idea to let them keep your CV on file. If a headhunter is working on one job that you might be interested in, the chances are good that she will be working on more of them in the future. Your resume will remind her to give you a call.

Q.) Can you present my qualifications without revealing my name?

E.) Some companies will not accept an anonymous background (or they will at times and won't at others). If anonymity is important to you, ask about the possibilities. The headhunter should be willing to discuss the pros and cons with you.

Q.) Are you going to work with me through the process and be available to me?

E.) The best headhunters would not dream of doing otherwise. They will care about you, your career, and your family as well as the client companies who are paying their fees. They will care that you trust them, they will even care that you like them. They will be available to you. It will be concern and a way of conducting business that will be obvious from the onset. Don't settle for less.

In conclusion, we suggest that headhunters will not become extinct until other means of recruiting top level professionals become much less expensive than they are now and can match the search firm in efficiency and effectiveness. Most companies have realized that using headhunters is, in the long run, cost effective. Love them or hate them, where there is talent they will be also. What are you going to do when they come for you? We don't know (yet) but we hope this information helps.