Make me a Match.
- Mark Heiser
- Dec 18, 2024
- 3 min read
The practice of arranged marriages goes back as far as the institution of marriage itself. For thousands of years and in nearly every culture, the union of two people represented an agreement between families. Whether clan, tribe, or caste, the arranged marriage was essential to the survival of the greater community.
We don't really know when "matchmaking" became a profession. Marriages were typically arranged between fathers (or mothers, in the case of the Minangkabau people of Indonesia). We point to the Ashkanazi Jews of Central and Eastern Europe as the archetypal example of the matchmaker for a fee. Musicals such as Fiddler on the Roof and movies such as Yentl have cemented this idea in our culture (by the way, if you want to sound smart, the Yiddish word for matchmaker is not "yentl." The word is shadchan. Yentl means "busybody." Feel free to pull that out at your next party gathering).
Having accepted matchmaking as a profession, the natural progression is to apply it to the workforce. Employment agencies were created in the early 19th century to fill skilled labor positions, which evolved to permanent placement agencies in the 1940's such as the "Kelly Girls." Fast forward to the present, and there are now scores of placement firms, including companies that specialize in the performing and visual arts.
About the time you start working your way up the organizational chart to a management level position, you will start to see job listings posted by placement firms, also known as "headhunters." You may even get a call from one of them. They can be an excellent way to move your career forward, with a few caveats, so it helps to have an understanding of how they work, and more importantly, who they work for.
Organizations hire search firms for a variety of reasons:
They have strong candidate networks, by maintaining extensive, up-to-date databases and networks of qualified professionals. They leverage referrals, industry connections, and research in order to pre-qualify candidates for a position.
They spend time identifying the organization's needs, including the current culture and specific requirements for the role.
They conduct detailed assessments and interviews in advance of presenting a candidate to the employer.
They reduce the "Time-to-hire" factor, which is a significant concern to employers when it comes to continuity of operations.
There are benefits to a potential candidate as well:
They communicate confidentially with potential candidates to provide a deeper insight into the organization, including challenges to overcome, something that may not be disclosed in the typical job interview.
They can be candid with the candidate about their qualifications and what the organization needs.
They can advise potential candidates on how to put their best foot forward, emphasizing the skills and qualities that the organization values.
A long time friend of mine is someone that Malcom Gladwell would describe as a "connector." He seems to know virtually everyone in the industry, and is a social hub for a wide array of people. I once suggested to him that he would be an ideal recruiter. His response was quick and to the point: "I wouldn't want to try and represent someone I don't like."
Therein lies the truth of the matter. Never forget that recruiters work for the employer. They will make you feel special, and their intent may be genuine, but at the end of the day they have to place the candidate that the employer wants, and they have to put forward more than one candidate in order to make the field viable. So here are a few things to consider:
Do your homework on the recruiting firm. Follow their postings online, and research who they have placed to get a sense of their success rate.
Communicate your career goals, salary expectations, and any non-negotiable requirements.
Be transparent about your skills, experiences, and any gaps in your resume.
Use the recruiter as a resource but continue your own job search efforts.
Establish a relationship with the recruiter whether or not you are placed for a specific position. Keep in touch, and keep yourself in their network so they keep you top of mind.
Stay away from any placement firm that charges candidates for any services whatsoever.
Always keep in mind that you are your best advocate. Your talent and experience is your dowry. Make the most of it.
If I am not for myself, who will be for me?
And being for myself, what am I?
And if not now, when?
-Hillel the Elder.
