The symbiotic relationship.

What do the clownfish and the sea anemone have in common with the technical recruiter and the software developer? Everything. Especially the symbiotic relationship.

The clown fish is like Steve Jobs. It lives an existence where it's survival depends on speed and intelligence. It doesn't really fit in anywhere. It doesn't school with other fish for protection. It is vividly colored which makes it an easy target. It is able to take bigger risks than other fish only because it has learned different survival strategies than other fish. It can see around the reef and from one population of sea creatures to another. When threats mount it can retreat to the safety of the relationship with the anemone for protection. The clown fish protects the interests of the sea anemone because the sea anemone protects the interests of the clown fish.

The sea anemone is rooted in one spot. It isn't able to swim around and see what's going on or what threat is around the corner. Due to it's circumstances it can't pick up and run when an anemone-eating creature is closing in. It relies on the clown fish to defend it from such a peril. Sure the anemone can sense when ocean conditions are changing and move to a new spot, but it takes time to happen. The sea anemone protects the clown fish because the clown fish protects the sea anemone.

I have a candidate now who has been watching his company/department shrink due to the continued telecom turbulence. Developing world-class telecommunications provisioning/ routing/OSS software is hard enough without having to go into work every day wondering if this will be the day they close the office. He's been with the company 20 years and would like to stay until he retires. He's given everything of himself to this company. He's been rewarded and they've made a lot of money from his work (hmmm what would we call this type of relationship?) but he can see the ocean is drying up. His ecosystem is dying.

As his clown fish I need to find him a great company in Central NJ with the desire to have one of the best minds in the world making them millions with his talents. I am checking out all the likely places an anemone would like to settle in that area. When I find the best spot I won't rest until I get him settled there. When he is thriving again I'll be able to attract other great people to his team.

Who is your clown fish?

What do candidates want?

Core Search Group is a work in progress. Though we are 7 years old we look for at least one way to improve every day. We solve a vexing and expensive problem for both candidates and companies. We want to be the best in the world at solving that problem. We only are effective when we have a symbiotic relationship with both groups.

I asked a question over on Linkedin and was very interested in the responses. The question: "How do you as a candidate pick a third party recruiter/headhunter to work with? Please list your top 5 criteria in descending order of importance." If you're in my network you can view all the responses over there. Here are select answers:

"I have found that the following criteria work well for me when selecting a recruiter/headhunter (listed in descending order):

- understanding the network of clients in your specific industry that they have access to

- understanding how they work with client companies (are they a retained recruiter or contingency based)

- how well do they match your desired target areas (types of companies/positions/industries, geographical preferences, number of positions, etc.)

- are you looking to use the recruiter one time or build a relationship (i.e. are you always open to good opportunities?)

- personality (i.e. can you work with this person – you can’t underestimate the amount of time you will spend talking with a good recruiter"

From a candidate we are currently working with:
"I have too many recruiters contact me with the same attitude. I have a position that I need to fill and I need you to do this. I don't care what you want as a candidate that does not matter to me. I want you to fill this job, and who cares if it meets your needs if it gets me my commission. If as a recruiter you come at me this way, I will be more than happy to show you the door. "

From another headhunter:

"1) Find out from two or three experienced recruiters that specialize in your field whether or not they think that you are "fee eligible". This means that they think that their clients will definitely want to pay 25-33% of your base salary to the agency above and beyond what they will pay you in salary. Ask them to be brutally honest. If you are not fee eligible, no recruiter can help you.

2) Presuming that you are "fee eligible", ask hiring managers in your field if they can recommend any recruiters that they have had a good experience with from the client side.

3) Ask professional colleagues who have been candidates of recruiters the same question.

4) Once you have met with a recruiter, ask yourself whether or not the recruiter views you merely as a transaction or if they seem like they have your best interest at heart. Remember, if you are fee eligible you could be worth thousands of dollars to a recruiter.

5) While experience alone does not always translate to quality, more experienced recruiters tend to be more effective. Bear in mind that contingency recruiters would have had to been good enough to survive and succeed in a 100% commission environment for however many years that they have been in the game. "

What do you think we should be doing for you? We want to know.