In this blog I am telling my opinions about headhunting. What it is, especially what it is now. On the other hand, I am telling how I personally am doing headhunting when serving my clients. Parts of the process are business secrets though.
People that used to watch western movies – or Lucky Luke comics – from the seventies, remember bounty hunters hunting criminals wanted dead or alive. Maybe this is why some people do not like headhunters because they associate them with a similar concept of tracking down and capturing individuals. However, headhunting in the context of the modern corporate world has a different meaning and purpose.
Headhunting, also known as executive search or direct search, is a specialized recruitment approach used to identify and attract highly skilled and experienced professionals for senior level positions within organizations. Unlike traditional recruitment methods where companies post job advertisements and wait for applications, headhunting actively seeks out top-tier talent, often from competing or similar industries. Personally, I have done a lot headhunting to other than just senior level positions. This, I think, is what it is these days. The competition for talent is so tough that the hardest ways must be used – not just publish job advertisements in finding people for most of the positions. Of course, some of the providers are specialized just to higher level positions and that is exactly how it should be. Providers should position themselves by what kind of services, to what industry and which kind of professionals they are dealing with. Sharpened message should open more doors than an approach on “general level for any position and industry” hunting and it is easier for employers as well.
The role of a headhunter is to act as a matchmaker between exceptional candidates and companies in need of their expertise. Instead of waiting for candidates to come to them, headhunters proactively search for individuals who possess the specific skills, experience, and qualifications desired by their clients. These professionals discreetly approach potential candidates, gauging their interest and suitability for the position. I personally use LinkedIn as one of my most important sources. I have earlier written (in Finnish) how to optimize LinkedIn profile to get more relevant offers from headhunters and recruiters and how to use LinkedIn to help in job search.
What sets headhunting apart from other recruitment methods is the focus on confidentiality and exclusivity. As mentioned earlier, certain aspects of the headhunting process are considered business secrets. This is because headhunters often work on behalf of their clients, who prefer to keep their recruitment efforts confidential, particularly when targeting candidates from their competitors. Maintaining discretion is crucial to ensure that the hiring process does not disrupt the existing operations or create unnecessary speculation within the industry. Also, I personally prefer to tell about my special methods just for those that are potential to become my clients.
Headhunting requires a deep understanding of both the client’s needs and the talent pool available. Headhunters typically possess extensive industry knowledge, a wide network of professional contacts, and advanced research skills. They leverage these resources to identify potential candidates who possess not only the required qualifications but also the cultural fit and leadership qualities necessary for success in the role. I used to meet person to person as many people as possible as well as visit as many companies as possible. I really want to help.
Moreover, headhunters – instead of being dinosaurs of business – play a crucial role in negotiating job offers and facilitating the hiring process. They act as intermediaries between the candidate and the client, ensuring a smooth transition and successful placement. Furthermore, they may provide guidance to candidates throughout their career journey and serve as a valuable resource for future opportunities.
Despite some negative associations, headhunting serves as a valuable tool for both companies seeking exceptional talent and professionals looking to advance their careers. By proactively searching for the best candidates, headhunters contribute to the growth and success of organizations while providing talented individuals with opportunities they may not have otherwise encountered. Ultimately, headhunting plays a pivotal role in shaping the business landscape and ensuring that top talent finds its rightful place in the corporate world.