One of the world’s top headhunters reveals his most valuable techniques for getting the best jobs and finding the right people.
The most important thing you’ll ever do if you are trying to build, rebuild, or even turn around an organization is hire the best people—and keep them. Jeffrey E. Christian has learned this lesson by working on hundreds of executive search assignments and building his own headhunting firm into a nationally recognized company, one of the top ten in the nation. In The Headhunter’s Edge , he reveals his secrets for excelling on either side of the desk—as a leader trying to build a great company, or as a job seeker in search of the next big position.
In this practical manifesto, Christian shows how essential it is to have the most talented people on your side. But how do you find the best? And how do you become the best? Christian’s solution: Think like a headhunter . He gives readers the benefits of his twenty years of experience interviewing thousands of CEOs and potential CEOs, and tells you
• how to conduct an interview and spot great leadership qualities in job candidates
• exactly what to do and say to keep a valuable employee from resigning
• how to expand your network to find the best emerging talent
• key strategies and instructions for choosing and getting the most out of a search firm
• what it takes for ambitious and talented people to get noticed and get the next big job or promotion
Practical, impassioned, and wise, The Headhunter’s Edge is an indispensable guide to advancing your career—and making your business more successful and profitable.
From the Hardcover edition.
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|Title of Business & Economics eBook: The Headhunter's Edge|
|Release Date: 08-27-2002|
|Allowed Countries (hover)|
|Publisher: Random House Publishing Group|
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|Parent title||The Headhunter's Edge|
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The Headhunter's Edge
Chapter OneIt's a Talent Economy
Not long ago, I set up a meeting between a CEO with a big job to fill and a talented manager I had interviewed who seemed a perfect match. I made arrangements for the candidate to fly in for a meeting with the CEO at his office. Simple, right?
Not when the CEO refused to pay for a limo to transport him to the company's offices. The candidate ended up taking a taxi-and getting lost. And as if that weren't bad enough, when he finally arrived at the company's offices, he had the pleasure of sitting and waiting, and waiting, in the reception area. A half hour past the appointed time, and with no sign of the CEO, the job candidate rose from his chair in disgust and walked out the door. And thus my client lost the one person available who was, in the opinion of his high-priced search professional, perfect for the job. Why did my client lose Mr. Right? Because like too many CEOs-and general managers of engineering, vice presidents of sales, directors of marketing, and managers of whatever with hiring responsibility-he had not committed his brain, his heart, and the future of his company to what I call the Talent Principle:
The company with the best people thrives.
What about the best product? What about marketing or sales? Strategic thinking? What about all those wizard business models coming out of the B-schools? They do not drive business. Talent does. In fact, there is no such thing as "sales" or "marketing" or even "product" without people. If, for example, you have a marketing problem in your company, then my advice would be to hire a more talented person to run the marketing department....