Deb McClanahan

"Tips from the Recruiter"

Deb McClanahan, Principal of BroadBand HR Consulting, helps companies with Executive Search and HR Consulting. She has also developed a practice in Expert Testimony helping clients with challenging immigration and employment matters. Attorneys across the country rave about her success rate on these cases. For Executive Search, Deb services high tech, biotech and medical device companies as well as other businesses by finding and attracting extremely qualified people. Whether it is VP, Director, or individual contributor level, Deb specializes in hard to find talent.

Prior to starting BroadBand HR Consulting, Deb worked in-house at software and hardware companies in the Valley. Her experience also includes years in Manufacturing management and numerous HR roles at General Motors. She has also mentored in various incubator groups and supported non-profit career development and other organizations. Her degree from Georgia Tech has prepared her well to contribute in a variety of ways to both technical and business process challenges well beyond the traditional borders of HR. Deb currently serves as Secretary and Communications Director for the Women in Consulting Organization, having been active in the group for many years.

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Why Won't that Head Hunter Talk to me – Part IV
February 16, 2011 by Deb McClanahan
Head Hunters do make incorrect assumptions sometimes - can you believe it? Sometimes we are flat out wrong! We make assumptions that because you've held a bigger job in a bigger organization, you wouldn't really be interested in our smaller, lesser paying job. Especially if you have been in a Fortune 500 company like HP that the start up we're recruiting for can't afford you or you would turn your nose up at the lower profile newcomer in the space.

Sometimes these assumptions on the Head Hunter's part are correct:
  • There are issues of "fit" in the transition from larger company to small
  • There are issues of rewards, both monetary and other in this transition
  • There are issues of influence
  • There are issues of support - in most small organizations, you are it
As recruiters, we do need to question our own assumptions. And then ask intelligent questions of our candidates to ensure that we are not presuming some things that are not true. I am often surprised and amazed at the thoughtful answers I get from candidates when I ask. Often candidates have some truly great reasons for wanting to be in smaller companies, and for making transitions that may not look right to us. Often these are the things that make for truly inspired placements.
Categories: Recruiters, Job Search Help
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