Headhunting has little to do with the rationale behind changing jobs – factors such as salary or benefits. Often the job or business in itself prevails as deciding job change factors. As a specialised headhunter the process of locating and approaching candidates that usually are not ‘looking for work’ is where the actual skill lies. It’s mostly about the initial approach, usually carried over 3+ phone calls.
There is also a tight process for selecting people to approach. Often you are approaching people without their awareness of why we are calling.
With recruitment consultancy there is a certain ‘prowess’ added to consulting when they add in the term ‘Headhunting’ to their candidate approach. Often creating an inflated candidate style – ‘I was headhunted for my last role’……
Controversially – You are either a recruitment consultant or a headhunter. Recruiters always have large candidate databases, massive numbers of vacancies, plenty of consultants (usually with significant turnover) and are driven by a heavy set of KPI’s – usual the key is ‘Entries to the paying in book’ every Friday!!!
Headhunters will strive to find 2-3 candidates that are off market, not advertising their CV on ‘lots of’ job boards and focus on the matter that ‘for the right cause and package a candidate will always listen. If you engineer a client meeting, then assuming they like what their experience and exposure depicts, they will be hired, producing a longer term placement.
What headhunters do not do – Search through the corporate database, with an effective Boolean search, looking for a ‘mass fit list’. Then the task is easy, make a quick contact call, wait for the responses, grade the responses and submit a list of candidates, then move onto your next vacancy or client. Having worked this way for 8 years, it’s the main reason for my self-employment -To actually headhunt people at any salary level. For a long time now it has been limited to people at senior level, though you can actually headhunt anyone for any job. Our expectation is that clients have done this themselves, so why would I need to repeat their process?
Why – the majority of the work for the client and candidate is completed well before the initial interview and by the recruiter. In taking the vacancy to the candidate you usually get the job done quickly and reliably.
As a headhunter i often have and generate inside information from the job market sharing knowledge about market changes that you don’t otherwise get. Experienced headhunters search more efficiently – I have to as I don’t run with a data base of ‘old tired continually looking candidates’.
Love me or hate me, at some point you may find yourself working with me as your headhunter at some point.
So it’s helpful to understand how I operate?
Julian Saunders – MD @ My Job Help Ltd