Friday, November 23, 2007
"A research conducted by an international recruitment company estimates that it costs a company one-third of a new hire's annual salary to replace an employee. Using an average salary or RM 2, 400.00 per month, it would cost a company RM9600 to replace each departing employee. Estimates of the cost to replace supervisory, technical, and management personnel run from 50 percent to several hundred percent of their salaries".
Basically when one employee leaves, the exuberant amount of dollars that has to be spent hiring another employee costs a lot, in fact three times!. A lot of people do not see this, but consider these factors:
Time: Employee leaves the company today and if their skills are too niche it could be three months until another employee comes on board. Project duration could be push back due to lack of manpower, big deals could be lost or you might need to pay headhunters to perform search services for faster recruitment :).
Re-training: Unlike sales professionals who could come onboard today and be on the phone planning meetings for tomorrow, technical professionals have to be settled in. The new employee needs more training, has start compiling all documents such as user requirements or project timeline, had to get use to new settings, certifications etc.
Scarcity: This is pretty much the same as time, but good competent employees do not come too easily, there is a lot of demand at the moment and supply is limited.
Model of working: No two people work the same way hence the new employee has to adapt to the current culture so does the manager and the rest of the team.
The list can go on. To my surprise, especially reading a lot of articles and magazines, I realized that there has been more emphasis on HR. Retaining and retraining employees. There has been a lot of focus on Human Resources Departments as an asset that helps to improve total overall business and organization structure.
Having worked in HR for a few years, the halo effect that I have gotten is 'HR is just an administrative tool' for a company. Payroll, induction administration, staff activities, medical administration and so on. It is just an administrative office.
Lately, which I am happy about, a lot of companies top management are now collaborating with the HR team in determining retention strategies, induction of young competent graduates, creating a environmental friendly awareness outside and inside the organization, obtaining relevant important information and feedback from the HR Department. At the end of the day, people make an organization what they are. Human resources planning has become a business tool to make the overall structure of a company strong. HR personnel’s are the first point of contact for new fresh recruits. The first impression for new recruits starts from the HR department. If you like an administration tool, there are always HRMS systems out there to be bought, but not the human touch.
How would you know whether your staff in your company is generally happy with the overall structure? The best way to go about obtaining this information is through surveys. I believe a survey is a highly effective model of change management. It is highly impossible to get accurate feedback if a survey is given by your boss, in this scenario HR department although always seem to work in the best interest of the company, should always act neutral when it comes to matters like this. This is just one way of heading towards change management.
I am very glad to see the way forward on how a lot of companies are depending on their Human Resource functions to be an asset and not just an administrative department of a company.
HR soon enough will be a Strategic Human Capital management tool that will help an organization to obtain success and help build a high performing work culture.
Thursday, November 22, 2007
Come to think of it, I believe our graduates are spoilt for choices when it comes to IT. Whether or not our graduates is an IT graduate, one could still end up in IT, simply by assuming a support/global support/level 1 support role in a contact centre.
There is abundance too choose from, Datacom, EDS, Microsoft, DELL, DHL and so forth. These names are just at the back of my head. Well, given our industry standards when you apply for a Software Development/Application Developer/Engineer/Solution Specialist you will fetch a salary of about RM1800-RM2000.
In a contact centre, the last I heard that you are able to fetch a groundbreaking RM2000-2200 basic salary excluding your overtime claims and expenditure which can amount to RM 2500-RM3000. Lets take an example, as I am a fresh graduate. I hop on to 'company name' as a Global Support Executive, basic salary of RM2500+allowances wouldn’t that be attractive than say for example a Software Engineer with a basic salary of RM2000. They have excellent working environments, awards and benefits.
I believe this is where our young graduates could be clouded by monetary incentives in determining their career choices. If two separate graduates and one goes to a System Integrator and the other goes on to a contact centre in two years, the salary range differentiation would be drastic. The Global Support Exec. Could be fetching about RM3000-3500 and the other about RM2500-3000. If we fast-forward five years down the road, I believe equilibrium will speak itself loudly.
The Software Engineer after 5 years will be equipped with a lot of certifications. Companies now, as a part of achieving the company KPI, most companies require their employees to undertake two different certifications a year. So that will be ten certifications in five years. Now this contented S/W Engineer will be able to fetch the big bucks but the other graduate would probably be a Level 2-support manager with no career satisfaction. Often enough-through talks and chats with my candidates, THIS IS ALWAYS THE CASE.
I believe that with the growing amount of global competitive players pave their way into Malaysia in making Malaysia their preferred hub for contact centre and services, our unemployment rate will be low. Having that in perspective, our local reputable companies are not only having difficulty hiring competent and good professionals but also are now reluctant to give other graduates a chance.
Over the last year itself I have interviewed about 800-900 fresh graduates and majority came from contact centre backgrounds with one year of experience and expected to be paid the same, regardless of the fact that they had no experience in development and unfortunately have forgotten how to perform their coding as such.
There are financial literacy courses and fund management courses out there, but what about career guidance and career literacy? Once again we need to be mindful.
Thursday, October 4, 2007
Robert Ringer: Million Dollar Habits
Ryan Walter: Off the Bench into the game
I forgot the third one.
What all these books have in common is explaining and helping you to always be on the ball, accelerate and adopting the POSITIVE MENTAL ATTITUDE HABIT.
“The philosophy of having a positive mental attitude is the belief that one can increase achievement through optimistic thought processes. Having a vision of good natured change in the mind. The state of mind that continues to seek, find ,and execute ways to win regardless of the circumstances.” (wikipedia.org)
This is indeed very true. Us headhunters make a lot of calls. Like Sales Consultants at times we get rejected and at times a deal or a case does not go through. How does a Positive Mental Attitude help here, its enables us to think straight, help us overcome the rejection and move on to the new opportunity. Rejection is painful and frustrating hence why a lot of people cannot do sales and sometimes unable to be discipline and follow up and chase the opportunity. This applies to everyone including Engineers, Teachers (Especially in Malaysia), Entrepreneurs, Project Managers, Editors, CEO’s, Senior Executives in every industry and many more. They have what it takes to always move forward whether with time or technology it’s the total focus and energy that makes people successful and assume positions in which they are today.
A Positive Mental Attitude can help in many ways and in a lot of situations. It just needs a lot of development to always think that there will be a positive outcome through every negative experience, not to give up and not to give in. Such as this person, Viktor Frankl lived in the Nazi jail for three years having eating his own excrement and tortured and live to tell a story, Colonel Sanders who tried to sell his recipe to more than a thousand restaurants and this one my favorite of Abraham Lincoln:
After loosing eight elections, failed in business many times and suffered a nervous breakdown, Abraham Lincoln could have quit many times, but he didn't. Instead, after each defeat he would pick himself up and press forward until he achieved his aspirations because he was determined and committed to make his political dreams come true, he would get up each time he was knocked down. He knew the only way to gain ground, to move forward, to march on, and to turn his goals into reality, was to learn from his setbacks and failures.
True personification of Positive Mental Attitude.
I believe in all we do all we need to take with us is our attitude and thinking in developing a positive mental habit. We strive, we drive and we thrive because our healthy mind enables us any by locking that if our thinking towards our abilities in achieving and getting what we want.
It is always good to envision good returns in my case a healthy case of my finding someone else a new career progression. Helping yourself create this awareness will get you places. I often look and observe successful people and what they posses is this ability to move forward and their with focus in developing attitudes like this. Top Executives get shut down a lot by either bottom up management or vice versa, but at the end of the day they strive to create change, by looking at a macro level of change management with determination that this model of management will work and their power to make it work.
Move forward and make things happen.
Monday, September 24, 2007
Writing a life document such as a CV not an easy task. Looking back on the years of experience and accumulated resourceful strengths and skills is difficult. You sometimes look at the white screen staring back at you.
Defining your strengths and achievements especially if you are a Senior Executive can be a daunting task, there could be too many to choose from, or you just do not know what your achievements are.
I found out one of the easiest way in doing this, everyone can try this regardless of your age and your years of experience, and this can bring back memories as well as some good laughs - good times. Thought i'd share it.
Take out a piece of A4 size paper, or a mahjong paper or better if you have a white board that you could write on.
List down all the achievements that you remember from start, ever since the first day you won your 100 meter dash or climbed up Mount Kinabalu. You will be surprised of what sort of achievements which you remember. It can start from school right up to obtaining your MBA or your first 1 million sales deal or your Cisco Certified Network Administrator certification/PMI and so on.
Your own personal achievements sometimes speak louder than your professional certifications in determining good attitudes, mental challenges and our of work activities. Interviewers/employers would like to see what you could bring in to the company besides your experience and skills. I can find a CCNA professional anywhere, but not a CCNA professional who has climbed Mount Kinabalu, cycled up Genting Highlands or been on the Asia 4*4 challenge. Having made known of your achievements, the blank paper has now activities which you a proud to share and to show. Your sheer determination in competing or the love of your hobby.
Once you have written it down chronologically which will take you back in time and giving yourself a chance to relook at your achievements and goals, you can handpicked those you would like to list down in your CV.
Extra Co-curicullar activities (Achievements)
Climbed up the Mount Kinabalu Expedition
Competed in the Melaka International Triathlon.
Consistently an active primary to high school athelete.(400 metres)
Won the Art's VS Science Debate in University (Interstate level)
CCNA, MCSE, MCP or PMI certified.
Active in christian fellowship groups.
Leader of the ........................ group.
List down all the achievements that you are proud of, from when you were young till today. Be proud of what you have done, as it made you what you are today. Do not be afraid to show it, your achievements are something no one can take away from you.
Wednesday, September 12, 2007
Ever wondered why successful restaurants remain successful? I believe it is because of the nature of its personal touch of the owners. Each decor and its set-up itself has a personal touch. A good restaurant owner is always there cooking, serving, running the restaurant hence making a living, living his or her dream in owning a restaurant. If you look at the Prestige Top 40 below 40 magazine, I see a lot of restaurant owners. Their recipe for success is their personal touch and feel. Each restaurant has a personality. Restaurants such as, Las Carretas, Le Bouchon, La Bodega or big restaurants like Souled Out and Ninja Jones have their character and feel to it. It is definitely the hard work on being different and special. It is doing it your style and your way, it sets the tone and trend. We now all frequent these places due to its own nature. It is the owners perseverance and persistence in believing their vision or dream. Seeing it come true is always something nice, especially when it evolves to be a dining experience. I love dining out.
A restaurant is very much like an organization, SME or a large corporate Org. The staff are well-trained and groomed, there are set protocols and procedures, mentors and the owner like a CEO, engraining their culture with their staff.
I like doing what I do my way. I like to be personal and intimate professionally.
Passive Job Seekers:
Passive job seekers are people who are not actively looking for a job, however will deliberately listen receptively to a good opportunity. We do not find passive job-seekers through databases; we find them from referrals and active social networking. We approach them, though it can be difficult sometimes.
How do we find referrals? - Through being personal and intimate with our candidate’s especially passive job seekers. I am personal and intimate with my candidates. I also do not forget that passive job seekers are open to opportunities too 'someday'. Sometimes as some people have commented here; Headhunters will call them only when there is an opportunity hence if one does not fit the bill, it is like 'wham bam thank you ma'am'. You do not hear from the headhunter anymore. I believe that is wrong and it makes matters worst when I approach others. It is building a whole new foundation. Well I like that building new foundations anyway. Having a strong foundation always has its strenghts ie; a long-term professional relationship.
In any industry, job or line of work, to a certain extend, being personal is a key relationship builder and a stronghold foundation to a long-term relationship and success. It is disheartening to know that a candidate will not fit a certain Job Description but who knows when an opportunity might come by?
Through this relationship that we've gained we get to learn all aspects of the job, the people, the industry, peoples lives and relevant point of views. These information is crucial to me in becoming better and more receptive and getting a better perspective in the global sphere on industry and people.
We are in the people business, selling knowledge, advice and experience. A hard days works is a new relationship built and a better days work is sealing a deal, getting another person a step-up, a new job, a new experience and a new life.
Monday, September 10, 2007
It was really interesting. What I could not understand is ‘why do companies with potential pay pretty faces to market their product at the event’, not having a proper supervisor or good sales support. I had a lot of questions with regard to their products, as it is both a learning curve and a knowledge gain for me. We not only go to fairs to get contacts, we also help market a business to a certain extend. WE SELL KNOWLEDGE. It is sad that I could see people loosing their attention and patients, getting frustrated about the incompetence of part-time daily paid unenthusiastic employees. What I am trying to say here is potential loss of business and inaccurate information. I believe companies at fairs should reward their staff more and get them to represent you.
For instance head-hunters network a lot as a part of business and contacts. We develop alot of contacts and when we identify a particular business need for a customer/friend or a potential business partner, we will recommend you. It works both ways, we could sell your business and also work for you with regard for recruitment.
A friend recently asked me, 'Do you know of any Mobile Marketing Companies for our SMS blast campaigns?' So i recommended her a company which I have spoken their to account manager before, true enough she is using their product now. Another friend from a rather medium-sized business asked for some Office Automation products and I recommended him my clients products and recommended the Sales Specialist which I have positioned for that company. It works both ways for us headhunters, know the company know the product! That way we are able to promote our clients and other businesses.
Just recently about two months ago, I worked on rather two junior positions. Both of them were for a Software Engineer post. After interviews, salary negotiations and coming to signing the offer letter, to my suprise both my candidates asked me, 'So what are my charges which I need to pay you for getting me a job'? I actually laughed in astonishment. They both have about 3-4 years of experience. That was when I gathered that, headhunting or recruitment in junior positions has not been spoilt. If I provided a good service, chances of them coming back to me are high and I will be referred to others.
Well I was happy that I was able to provide them with new opportunities. Although I do not normally do very junior positions, I was generally satisfied and happy. It was not as stressful as middle management positions but something in me told me to give these two potential candidates an opportunity.
Monday, September 3, 2007
Its far more deeper than that.
Looking for a job involves alot of research, time, fine-tuning, networking and persistence.
You could apply for any jobs listen in jobstreet or jobs-db or replying to newspaper advertisements. You would either get dissappointed not having an interview or not getting any replies at all.
First - What do you want and what are you good at?
Being where you are in a company and depending on the position you hold and the salary you draw you, got to be tactical in choosing your applications. You got to identify areas which you are good in, areas where you can add-value to a company. Some companies might need the certifications you have and some companies might need the characteristics or years of experience you have. You do not necessarily want to apply for a Account Executive job when you have four years of experience knowing that you could be applying for an Account Manager job right? Well, you got to identify your key areas which you are good at. Knowing your key strenghts you are able to sell yourself better to the company and setting yourself different than the average candidate who is applying for a job.
I recently read a book and it says: 'we should be spending about 5 hours a day looking for a job that we really want'. This makes sense. Sometimes when you are reading about a vacancy or a Job Description you need to fine tune your CV based on the job specification. It is not a good practise having the same CV being sent out to a few companies. Each company is has its different set of expectations and requirements. Candidates should take sometime and learn the job specifications and tailor their CV's to the said Job Description which is listed on the advertisement. That way your CV stands out more and the inteviewer will spend more time reading your CV knowing that you have the desired skillset that they are looking for.
Realise how alot of things you do looks better than you have spend more time on it looking at every single detail? Yup, fine tuning your CV is very related to TIME. You should fine-tune your CV to job descriptions or fine-tune your CV outlining your strenghts and experience. Spend a little time looking at how you word your experience, introduction and your cover letter. The interviewer at anytime has only 30 seconds to read your document before it goes into the KIV file and big chances are, it will not be read again. These 5 hours a day looking for a job entails fine-tuning and research.
Cocktail parties, job fairs, PC Fairs or seminars are good ways of networking. Alot of times i find alot of good potential candidates and employers during these social networking events. Potential employers can be found there. Knowing that you have met either a HR Manager, CEO or CFO or a VP of Sales, it is easier for your CV to be read. You have the introduction sorted out and what comes next will be the persistence in telling yourself 'i got to follow up on the chat, i will email them my CV today'. The next day, your email will be read knowing that you are still fresh in their headspace. In good faith, they wil cal you in for an interview. Networking always has its upside.
You have already given up when you do not try and when you do not attempt. Job hunting can be very frustrating waiting for answers. Ive known alot of people who have given up job hunting because of the lack of perseverance and persistance. At the end of the day all it takes is a little follow up and before you know it only a matter of minutes is gone. A kind phone call or an email sometimes is the trick to letting potential employers know that you are keen for the placement and that you WANT to join their company. It is all persistance. It is the can do attitude which always wins.
A CV is a marketing tool. It outlines who you are, what you are compared to others and it defines you - yourself. It is like a HP Proliant Box brochure, it has its specs, price, colour, strenghts, competitive advantage and its value add. A CV is very much like that brochure.
Thursday, June 28, 2007
Interviews are not just interviews these days as oppossed to maybe 5-6 years ago. The best avenue for information and market intelligence is in an interview. The best place to know more about your competitors and other companies is, the interview. It is who is participating in which tender or who is handling which project. It is basically to learn more about the market and also to value YOURSELF. I urge all to go for interviews once in a while, not that ure looking for a job but to check out what the market is like.
I currently represent an MNC Office Automation company and it is very very suprising that their competitors knows somuch about my client. Their knowledge encompasses about the quota, the product range and their customers and their sales people, who is good and who is not. It is like; if you work at Digi your knowledge about Maxis might be greater than those who work at Maxis itself. That is wht a candidate has told me before. She was schoked of the level of information which Digi had on Maxis, things she did not know about.
Well, in an interview you not only learn about the job, but also the people who is involved in a project. It is a question and answer game. Ask the right questions and you will get the right answers. Normally Q&A's stays in the four walls but sometimes words get around.
Anyway, i once had a candidate tell me not to position him for one of my clients because of this;
'Hope I'm not too late, can we skip (CLIENT NAME) so we do not waste your and your teams efforts. (CURRENT COMANY NAME) had previous dealing with them, and not in favourable terms, so they may make us go round and round or set an interview just to squeeze some info out of me'.
Well sometimes interviews can get sour and too emotional.
Anyway, before going into an interview, one of the important elements to remember is, asking questions. Kill your curiosity and do not be shy to answer questions, honesty is usually appreciated :).
Thursday, June 21, 2007
Remember that headhunters provide opportunities rather than jobs, we are agents in stepping you up in your career and providing you a good opportunity. When you see a headhunter or have been identified by one, obviously you are good at what you do and keen to explore some opportunities.
Here is a classic case of what happens when candidates get too demanding and greedy:
Deal goes sour – candidate becomes too greedy and demanding.
Candidates may want to take things in their own hands after the initial introduction and screws up their application by being too demanding and greedy.
There was one case where I was left out in the dark. The whole process took about one month. The offer letter was given and I had negotiated for a good salary package (which is slightly higher than expected) but the candidate got rejected why? Too greedy and demanding! After the negotiation and offer letter was sent out, the candidate decides to take things in their own hands.
This one took over a month and it did not end pleasantly. As a candidate, a professional or a athlete, you need to know that there is always someone out there who is better, less greedy and demanding than you are. You are always REPLACEABLE. Even if you have questions it is sometimes best that you liaise with your consultant because obviously your consultant knows market intelligence and company knowledge. Regardless of whether you have went through a headhunter or an online or a newspaper application, a CEO or a Hiring Manager does not want to be bombarded with a lot of questions, few different times.
Candidate was happy with the package but blatantly wanted to know more about the job demanded more information on allowances and so forth and approached my client blatantly. Candidate took advantage by calling the hiring managers on Sundays, blamed the company for being slow ‘when emails went in to her Spam mail’ and setting her expectations too high.
Typical recruitment sales cycle can take anything from 2 weeks to 2 months. You have to bear in mind that it takes a lot of time and energy in not only making the search but the need of taking care of the candidate and the client. Sometimes I believe selling cars might be easier dealing with people, cars simply do not talk.
If you like an opportunity take a weekend to think about it not a month. It also reflects badly on you given the fact that you take too long and you are just too overly concerned about intangible issues.
Go for an interview ready with your ammunition of questions. In Malaysia, company perks and benefits are rather similar across the board. Asking questions is always good, in this case being too demanding and asking too many questions did not really leave a good impression on the candidate hence no WIN-WIN situation here.
Candidate has a bad impression and the image of the headhunter has been slightly dented.
Friday, June 15, 2007
I have had some unsatisfied clients and candidates who often tell me that, so and so headhunter promised me results but were unable to deliver. 'A headhunter promised to get back to me but did not'. Worst, they do not return calls and even pick up. It makes me look and feel bad as a person and as a profession it is just unprofessional.
Another usual frustration is, CV's have also been circulated. I believe as a part of this business the P&C issue has to be with dealt with ultimate discretion. As a result of that, candidates get random calls from random agencies and sometimes unrelevant issues. Well, some people like it and some do not. I personally will not like it if my resume be passed around.
I mean, what is happening? Things like these frustrate me. Here we are trying to add-value to peoples lives and here are some of my other competitors promising undeliverable results and are creating a bad name for us, don't they often feel it themselves?
Headhunting is all about adding-value and enabling the right candidate to the right job fit. It is also about how well judge the persons strengths and skills and match it with the job and most importantly the company. This is why face to face meets is highly important. Phone calls and phone interviews do not work. In developing intimacy with your clients, meeting them is an essential element in developing a good fostered relationship.
I guess somewhere along the line, some of these elements have been abused.
Monday, June 11, 2007
When i tell people that i am a headhunter, the usual response is, ‘oh please find me a suitable job’ or ‘can you get me a new job’? I get that all the time. What the mass does not know is, a lot of headhunters are now specialized and that they work for the disposition of companies. At times the candidate but a lot of times the company. Depends on scenario and the level of the executive.
Well I do not blame them. This is the stereotype of a headhunter, ‘can u please find me a job?’ – Let me take you on a short insight.
Well maybe 30% of ‘can you fine me a job? effect’ might be true, but a lot of times people associate themselves with headhunters because of these few reasons:
Getting a current market rate of their own specialization.
Getting an insight on their current work or career.
Exploring new opportunities.
Seeking new employment/opportunity.
Unhappy with their current employment.
Headhunters are always looking out for the best fit for their clients. Sometimes they refer to the company as the customer and the candidate as the client or vice-versa. You could receive a call from your consultant at anytime if an opportunity arises, that is if you have already developed the relationship with the headhunter. The headhunter now, after spending time with you knows your aspirations, your wants, your Skills and Strengths, your technical knowledge and is able to position you for roles when the opportunity arises hence although you are not looking for a job, you are in the headspace of a headhunter. He knows that you are THERE.
Why work/associate yourself with a headhunter?
A lot of times when the right opportunity arises the headhunter will make contact with you thus your one hour spent with the headhunter six months ago has paid-off. The headhunter has identified your ideal opportunity and you are happy with the proposed package – the headhunter has done his/her job and the relationship has been strengthened. The headhunter is now your agent throughout your career from today and you have trust in the headhunter.
When you see a headhunter, be sure to know what you want, what you seek and also keep an open mind. You are sometimes are good at an area which you are blind too. A good headhunter who works with you might be able to pin-point certain strengths which you are blinded to. More often that is always the case. The headhunter usually thinks of the macro picture rather than the micro picture. Suppose today you are in IT and you have good skills and technical knowledge serving customers who are in the Financial Services Industries and tomorrow you could be a Lead IT Consultant within a bank with the help of a headhunter. He has identified an area and knows of a position which is well suited and tailored to your expertise. Two to three years down the road, you will work with the same headhunter and you would possibly be a Senior Executive/Manager in a company which deals with Financial Solutions. Once again the headhunter has customized you to a good job, an agent in your career change.
Keep an open mind. Be mindful about the headhunter you choose to see. The headhunter should be in the same vertical industry that you are in. It could be Financial Services, IT, Manufacturing or even Construction. Most headhunters now are industry-centric specialized.
Keep it open.
You are your worth and value, the headhunter is able to help you.
Sunday, June 10, 2007
Though the industry has been exploited by a variant of headhunters, i am here to list and to voice out my current views on my job and what comes along with it.
Just a little background...I am a headhunter. I specialized in Information Technology. My designation is a Search Consultant. While i work at a companies disposition, i value client intimacy and i treat my clients/candidates with utmost respect, honesty and dedication.
What is a headhunter? A headhunter is an Executive Search Consultant:-
" Headhunters vary from Executive Search Agents/Professionals who typically have a wide range of personal contacts within the area in question, a detailed specific knowledge of said area, and typically operate at the most senior level. Executive Search professionals are also involved throughout more of the hiring process, conducting detailed reports and interviews as well as only presenting candidates to clients where they feel the candidate in question will fit into the employment culture of the client. Executive Search Agencies typically have long-lasting relationships with clients spanning many years, and in such cases the suitability of candidates is paramount. It is also important that such agencies operate with a high level of professionalism, and thus usually cold calling or other techniques often associated with recruitment are shunned.Executive Search agencies often also provide clients with (legal) inside rumours gleaned from contacts within their clients' competitors." (wikipediaorg)
While this is not my own introduction, this is where i start to formulate my views and opinions on my life as a headhunter......