Have you ever felt that your company could churn out much better results if you had the right team?
Finding the right people is a challenge. Most managers have experienced that frustration. Even if the company has the financial capacity and technology, without the right people, you cannot compete in the market.
It is people who make the difference.
How do you get the best people?
Recruitment is the traditional way of finding people. Advertise the job, shortlist the eligible candidates, conduct the interviews and select the best applicant.
There is one problem, though. All applicants you receive through an advertised search are active job seekers.
Good candidates, who are not actively searching for a job, are unlikely to read the job advertisements. They are called the passive job seekers. It takes some determined effort to reach out to the passive job seekers and persuade them to consider the job opportunity.
In other words, to attract the best talent, you need to widen the net and reach out to both active and passive job seekers. That is what headhunters do.
Remember, it is not just a hire. It’s all about the right hire.
Benefits of Headhunting
The benefits of headhunting are several. Conceptually, headhunting creates economic value by promoting efficient resource allocation that benefits both the company and the candidates.
1. Headhunters conduct research and update their database: Professional firms scan the market and update their database of candidates and companies regularly. They study the Executive Watch Section of the newspapers carefully. When a client needs a dynamic CEO or head of a function, the firm does a targeted search to find the right person.
2. Headhunters Have Access to both Active and Passive Jobseekers: As the headhunting firm do their research, keep a database, conduct targeted search, they successfully reach out to both active and passive jobseekers.
3. Sector Specializations: Headhunting firms specialize in different sectors. With specialized consultants for each sector say for NGO, financial institutions, telecommunication, etc., the firms can search for the best candidates for each job effectively.
4. Headhunting works well if the talent base is shallow: When the qualified candidates are very few in the market, advertisements do not work. Those who are not seeking a job are unlikely to go through job advertisements. Even if they see the advertisements, they may not apply. The headhunters reach out to such candidates and check out their interest in the job.
5. When search Needs to be Discreet: If a company wants to conduct a confidential search, headhunting is the best approach. The headhunters do their research, get in touch with potential candidates discreetly using a personal but professional approach.
Tips to Successful Headhunting
Even as a professional firm is engaged on the task, the company also has a role in successful headhunting. A crucial factor that influences a candidate to consider or reject an opportunity is the employer brand. The role design, competitive pay, career development opportunities, and the
organizational culture are elements of the employer brand.
Recruitment is an activity most companies perform. But companies are not designed for headhunting. It takes too much resources and effort to do it internally. Besides, companies want to pursue a competitor-friendly approach by not poaching employees from each other directly. Therefore, a professional headhunting firm is the best choice. However, you must make sure that headhunting firm has the requisite capabilities.
You are welcome to contact me for further support.