The hiring process has become complex. Post and Pray old age strategy is no more effective. Posting a job and expecting the desired potential candidate to apply is not a smart move. This is where the role of headhunters comes in. Headhunters are specialized recruiters who seek the most powerful profiles such as CEOs, Executives, Managers and Vice Presidents to fill the positions of the hiring company. The process involves the investigation of the High Profiles, the market analysis of the competition, reaching out to potential and passive candidates, the power of persuasion and the hunt for the potential candidate.
Specialization:
Headhunters are usually specialized in certain industries. They move in a small circle but with people specific to the industry in question. Headhunters are usually hired for the highest specialized roles. Recruitment agencies to have specialized headhunters in a certain field (marketing, technical). They have a huge database of candidates and can easily filter the required candidate. Their specialized search for candidates is one of the reasons for their high fees. They can be a better matchmaker between a job seeker and a recruitment company. Therefore, the probability of finding the right candidate increases.
Industry knowledge and exclusive reach:
Unlike the internal recruiter, headhunters may not have enough knowledge about the internal structure and workflow of the hiring company, but they have a clear idea of the industry and hidden talents. Some headhunters who are part of the recruitment agency may work for different companies. They can get a better idea about the current and future business status of the competitors. They are directly approaching the star employees of the competition, high-profile executives. Headhunters can have genuine relationships with a huge database of candidates and an exclusive focus on top executives. Headhunters identify suitable opportunities for potential executives who might not otherwise be so easy to convince and explain the opportunity. They are aware of even those passive job seekers who are not openly looking to move on.
High-profile research and database
Headhunters’ high fees reflect the time and research they put into collecting the gems from the talent pool. They conduct market research through various mechanisms, including their personal resources, professional and social networks, and their huge database of potential candidates. Using these resources, they match the candidate’s specifications with available opportunities. After screening candidates, only the most suitable and competitive candidates are presented to companies. Before presenting the final candidates to the hiring company, the headhunters verify the professional and personal data provided by the candidates. The Headhunters research process also includes verification. That’s why they are expensive. From the search for candidates to the presentation of the final candidates to the company, the process involves great responsibility, consumption of time, energy, resources, communication skills and power of persuasion.
worth the cost
The consequences of not hiring the right candidate can be a huge loss of productivity. The bottom line is not to compromise company standards, employee performance, and customer satisfaction. Lowering the standard is not the ultimate solution. Headhunters claim to be less costly than the possible loss of hiring the wrong candidate. Recruiting the wrong candidate can result in a loss of 10x the headhunter fee. While headhunters are only paid for successful hiring, which certainly cannot be fruitful without the headhunters’ research, resources, and dedication. There is a misconception among many job seekers that it is a paid service for job seekers as well, which is why many job seekers avoid approaching them. The fact is, getting on the headhunter list can get you to every possible opportunity at no cost. The cost is paid by the company.
