MULTIATTRIBUTE UTILITY MODEL FOR CHOSING A HEADHUNTER I am presenting a multiattribute utility model for chosing a headhunter but I took out the ugly step of creating weighing factors. In my arrogance, I provided the weighting when I selected the rating numbers; so all you have to do is assign a rating number to each headhunter attribute and then add them up. The recruiter with the biggest number wins, unlike golf. I know there will be a lot of disappointed job seekers out there because I have made this so simple, so if someone wants to work out a better multiattribute utility model, I will happily post it. Now lets summarize our headhunter ratings.
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Personality fit between headhunter and job seeker rating points...................................5 to 10
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Headhunter Specialty and/or Expertise rating points........................................................0 to 5
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Headhunter technological knowledge in the job hunter's field of expertise rating points.0 to 5
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Headhunter's experience rating points.............................................................................0 to 4
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Headhunter professionalism rating points........................................................................0 to 3
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Headhunter location in relation the job hunter's or company's location............................0 to 3
So if you felt very comfortable talking to a recruter you might give him or her a rating of 7. If the third party recruiter works the same area of specialty, e.g. places computer engineers where you are looking for a job, you might rate him or her a 5 and if the headhunter has a degree in Electrical engineering you might give him or her another 5 for technical knowledge. The headhunter may have been a recruiter for 10 years and has a recruiting certification so you might give him or her a experience rating of 2. Maybe the recruiter talks in a fake French accent when talking to you, so the professional rating is 1 (probably should be a minus 1). And finally, if the recruiter is in Maine and you want a position in Southern, CA you might give the location rating a zero. Adding all these attribute ratings up, the recuiter rating is 20 out of a possible 30. You must then compare this rating to the ratings you have given other recruiters and decide which recruiter or recruiters you are going to chose. Should you chose 3 recruiters? - Yes, ten recruiters? - Maybe, 200 recruiters - Hell No! If you start working with too many recruiters they will soon figure it out and you may find no recruiters are working on placing you.
6:36:07 PM 
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