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"It is important to get accurate information throughout the process to establish some common ground, he noted. Though one of the parties in question may pay for the talent search, both must realize the placement is a proper fit." Rus Graham, co-founder of Rushton Gregory, a Boston-based marketing communications agency

Headhunters, those recruiters on the prowl for the best and the brightest, search long and hard for talented employees. But recruiters say this game of occupational concentration comes down to candidates knowing what they want - as well as their strengths and potential weaknesses - not just what companies are seeking.

The process hinges on culling the best information available, said Bob Thiboutot of RGT Associates, a veteran recruiter based in Portsmouth. Questions often begin and end with how a person can achieve career advancement or how he or she can make a current job more attractive, he said.

People may not always be looking to jump ship, but most are willing to at least consider an offer or review the opportunities, according to Thiboutot. "It's more matchmaking," he said.

Rus Graham experienced the exhaustive review of executive recruiting before he went to work for himself. Today he is a principal and cofounder of Rushton Gregory, a Boston-based marketing communications agency whose specialty includes the marine and electronics markets. Working with Lori B. Hitchcock of Hitchcock Staffing, Graham had landed a job with PC Connections before he launched his own business.

"It does come down to matchmaking," said Graham, echoing Thiboutot's assessment. "The key to a good recruiter is they know a specific market." Graham said the pre-screening process for candidates is a thorough vetting of a company's needs. For companies, he said, it is important to get it right the first time, rather than take the time and money for multiple searches when a particular person is not right for the job.

Graham said that it is important for people working with a recruiter to get to know the person - to get a feel for the recruiter and to openly discuss strengths and career goals. One should flesh out the job description and be prepared to think outside the box, such as how one would respond to a problem or approach a sticky issue at the office, according to Graham.

"The more precise you can be, the better that recruiter is going to help you find that right fit," he said. Hitchcock, who has a Portsmouth office, said independent recruiters are an aggressive lot. She said most work on contingency, those who get paid based upon successful placement, and recruiters take pride in knowing the ins and outs of any particular industry. They also have their fingers on the pulse on the economy. When the economy takes a turn, for better or for worse, Hitchcock knows immediately based on her office phones ringing incessantly.

A successful executive search requires a thorough understanding of the client's business, organization, products and markets, as well as knowledge of key executives and their interrelationships, according to the National Association of Executive Recruiters. The association, which was established in 1985, describes its recommended search process, beginning with a comprehensive research and interview component that determines a candidate's aptitudes, management style, motivations and personal characteristics.

Recruiting is a big industry, and getting bigger. The National Association of Personnel Services, which certifies recruiting and staffing professionals, estimates it alone has trained more than 10,000 specialists. Personnel Services include executive searches, direct hires, contract positions and temporary help. The trade group has 1,800 member companies representing more than 100,000 staffing professionals.

The staffing industry generated some $66 billion in revenue in 2001, with $10 billion in permanent placement services, according to the association's industry summary. The fastest growing jobs over the past decade include computer engineers, computer support specialists, database administrators, legal assistants, health care aides and medical assistants.

Thiboutot, at RGT Associates in Portsmouth, said many candidates during recruiting searches are already employed, and they are either actively seeking a new job or are simply willing to consider a better opportunity, should one arise. And as such, confidentiality is a must. But the real customer for RGT is the company seeking someone for a job, because the company is the one paying the bill.