HeadHunting

 

 “Deciding between a headhunter and a recruiter depends on the type of position you want to fill”

Headhunting, which is often referred to as an executive search, is the process of sourcing the best possible candidate for a position. This means identifying and targeting high level employees for a role that usually has significant importance for an organization.

Companies will use external Head-hunters to fill specialized or technical positions and they will usually focus on professionals who are currently employed and not actively looking for a new role. These ‘passive candidates’ allow organizations to attract a wider sample of candidates and ensure they are getting the best possible people for the role.

What is Headhunting?

Headhunting is a process of recruitment of a prospective employee, who is working elsewhere and who has a relevant work experience for a particular job profile. Headhunting is carried out by the HR of a company or is outsourced to an agency or job consultant. Headhunting is one of the most effective methods for sourcing & getting candidates for top positions, who might not necessarily look for a job change.

Types of Headhunting

There are 3 types of Headhunting:

1. Direct

It is a method of calling the candidates directly, either by calling on his/her number, or else meeting them at their homes or at their office. This is done after entire research has been done upon that person, and the role he is being hired for.

2. Indirect

Leaving a reference for the person to be headhunted, so that he may contact, in case he is willing. This is indirect because the person would contact on his/her own if they find the job profile fit for one's career.

3. Third Party

This is where the Executive search firms come in. The process of headhunting is outsourced to a company which specializes in finding right candidates for required job roles.

How does the headhunting process work?

Every company might manage the specifics of their headhunting procedure differently, but in most cases, the hiring process with a headhunter follows these steps:

1. Determine the need for a new employee

Usually, the company leader approaches the hiring and headhunting team about the need for a new employee. Occasionally, the transition between the current employee and the new employee is confidential, particularly in the case of high-level executives in large corporations. Sometimes, the headhunters involved in the search process must use considerable discretion when looking for candidates.

2. Establish the necessary skills and experience

Working with human resources and other company staff, headhunters determine which skills, experience and other qualifications the company seeks in a candidate. Understanding the role for which they are finding applicants is essential to finding the best candidate. It is useful to create a profile and write a job description to ensure clarity for their search.

3. Identify passive candidates

A passive candidate is a professional who is not seeking a job and might be working in a position elsewhere already. A headhunter may search for these types of candidates and convince them to switch companies. Usually, the team of headhunters create a list of potential candidates and approaches them to gauge interest in the open job.

4. Consider active candidates

Sometimes, the headhunting team pursues a search for active job seekers in addition to their passive candidate search. To find active candidates, they use methods such as posting an open position on job boards like Indeed or attending job fairs. Candidates then submit application materials such as resumes, cover letters and reference lists so that the hiring team can review their qualifications.

5. Review and vet

Once they find a group of potential candidates, headhunters review applications with the HR department and hiring managers to select the best applicants. By comparing each candidate to the job description and initial list of requirements, they can narrow the search. This helps select candidates to move to the next step of the process, which is usually an interview.

6. Interview and assess

To hire employees for high-level positions, employers often require a series of interviews in order to find the best candidate. After interviewing all applicants, the hiring team meets to discuss who has the most qualifications and fits best into the role. If the team cannot decide, they may call candidates back for another interview.

7. Extend job offer

It is the company's responsibility to offer the candidate the position. The negotiations rarely involve headhunters, but they may assist with negotiations if they recruit a passive candidate from another company. A job offer includes compensation, benefits and a description of job role expectations.

Advantages of Headhunting

Let’s jump straight into the advantages that running a Headhunting campaign can bring.

1. Attract Passive Candidates

2. Improve Efficiency

3. Reduce Costs

4. Hire Better Employees

5. Keep It Confidential

Disadvantages of Headhunting

Despite the numerous advantages of headhunting, there are certain scenarios where it might not be the best option. Below are some the main disadvantages of running this type of recruitment campaign.

1. Missing Industry Experience 

2. Being Removed From The Process 

3. Having Your Best Interest At Heart

How to Talk to a Recruiter (or Headhunter) to Find a New Job

 

References

Bryant, A., 2013. In head-hunting, big data may not be such a big deal. The New York Times, 20, p.425.

Darlington, H.S., 1939. The meaning of head hunting. The Psychoanalytic Review (1913-1957), 26, p.55.

Richman, D.C., 2014. Corporate headhunting. Harv. L. & Pol'y Rev., 8, p.265.