SHOULD YOU USE A HEADHUNTER FOR THAT VACANCY?

A HEADHUNTER MIGHT NOT BE NECESSARY IF:

  • The position is not senior, urgent, confidential or critical for business or revenue.
  • The skillset is very broad and readily available on the market.
  • The best talent in the industry is not necessary for the role.
  • The opportunity is not a professional step up for the profile of candidates which the business is targeting. If the candidate is happy in their current position, they will need a reason to move. This could mean more seniority, a salary increase, a highly regarded company or more exciting job responsibilities.

WHEN YOU SHOULD USE A HEADHUNTER

  • The position requires a mix of skills which are very unique or industry-specific. You will need a specialist with the expertise and the right network rather than a generalist recruiter.
  • You are recruiting for a senior position (typically from mid-management and above). Senior executives can make or break a company, so investing in a recruitment process which mitigates the risk is essential.
  • The position is business-critical or needs filling urgently. Perhaps an important senior executive role can’t afford to be left open for long, or those front-line salespeople need hiring to generate revenue ASAP. The support and experience of a headhunter will considerably speed up the time-to-hire.
  • The hiring process needs to be confidential. You may need to replace an underperforming employee, or you may not want the vacancy known to the public or your competitors.
  • You do not have the time or resources to conduct a search. Your internal recruiting channels might have been exhausted or the HR staff might need extra support.
  • The position is candidate-scarce. This type of role is not going to bring in many candidates from online advertisements.
  • The company is recruiting for a new position that it just created. As a brand new function, this role is likely to be outside of the Hiring Manager’s expertise. A headhunter from the right background will be able to plug the knowledge gap.
  • You want to give your business a strategic advantage by hiring the top-performing talent in the industry, and weaken a competitor at the same time. The search methods used by recruitment agencies are ineffective in finding the top 10 %, because a company’s best hire will be the candidates who are not actively job seeking.
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