What are the differences and what to expect from these services?
Headhunting and Recruitment are both relatively new disciplines and the terminology of these fields is still being formed. They are 2 different recruitment approaches that have their own specifics.
We often encounter that company representatives do not know exactly who is a Headhunter, who is a Recruiter, what the differences in services are and what they can expect. We have created an overview of these services and their possible benefits.
- An active approach to finding and reaching out to potential candidates who are not actively looking for a job (i.e. passive) and often work for a competitor company. These people make up 70% of the potential job market and are willing to change jobs if an exciting job offer comes along.
- The service is suitable for filling managerial and specialist positions for which candidates are not readily available in the labour market.
- Headhunter is focused on one or a few fields in which it has knowledge and contacts.
- A headhunter finds out what makes your company and job offerings unique, and what your company values are, and then looks for candidates who match that.
- Headhunter offers the company a partnership, understanding the brief, helping with role specification and establishing competencies for the role. It communicates feedback and analyses market data to make the recruitment process as efficient and fast as possible.
- Initial contact with the candidate is made by the Headhunter who offers a new attractive job opportunity and better benefits.
- Headhunter also goes “beyond Linkedin” and approaches companies directly, not only via Linkedin, but also by calling companies, because that is where the potentially suitable candidates sit.
- He brings “ready-made” candidates into companies who are able to start working immediately without long-term training. They come from the same industry or a competitor company so they know the products, and processes and have the expertise.
- Headhunters work exclusively and become your company’s representatives in the market.
- The remuneration is predetermined and divided into 3 parts and paid upon completion of each step of the recruitment process.
- The service is usually as costly as a quality Recruitment service. However, the company also receives a high-quality recruitment process, individual attention, labour market data, feedback from potential candidates and regular reporting.
- In terms of the company’s benefits and the recruitment solution’s quality, this can quickly be a worthwhile investment for the company.
- The success factor of the Executive Search t process is quality and expertise.
WHAT ARE THE BENEFITS OF HEADHUNTING FOR A COMPANY?
- It gets highly qualified candidates with specific experience, education, skills and thus improving the quality of the team.
- Increase recruitment success rate – with efficient methodical sourcing, automation tools, longlist creation and sophisticated candidate assessment, candidate selection is not haphazard but strategically driven and more efficient than Recruitment.
- Minimise the risk of failure – candidates have the knowledge and experience and are quickly integrated into the company and teams.
- Gain competitive advantage – people from competitors know the products, industry, and clientele, and bring contacts.
- High efficiency – Headhunters specialize in a particular segment, in which they build a network to find the best candidates in the shortest possible time. They offer better candidate benefits and can guarantee qualified professionals who are genuinely interested in your position.
- This is the way to fill less demanding and non-specialized positions.
- The first contact with the candidate is made by his/her reaction to the advertisement, so it is a passive recruitment approach of the agency.
- Recruitment agencies/recruiters operate in many sectors and focus more on working with actively seeking candidates and less on building a network of contacts.
- The service is generally as costly as headhunting, with remuneration paid when the candidate is hired, with no upfront payments.
- Speed is a key factor in recruitment success.
Both approaches work towards the same goal – finding and selecting the most suitable employee for your business. A quality headhunter should be able to help you identify which service is more suitable for you and which is the solution to your recruitment needs.
If you are considering using the services of a quality headhunting company, we would be happy to hear from you and discuss your recruitment needs on a no-obligation basis.
We will take the time to create a beneficial tailored solution for you and bring in the right talent.
FENIX SEARCH team
Author: Nechvílova Tereza, Sedláčková Lucie