Is headhunting only necessary in the search for managers?
Headhunting is often associated with executive search projects, but this is not the right approach. If we consider direct search (headhunting) as the basis for quality recruitment, then it does not matter whether we want to select a CEO or a specialist – headhunting will be useful in both selection processes.
I’m looking for a programmer – do I need a headhunting service?
The answer is yes. Of course, in theory, you can rely on a conventional recruitment process to select any IT professional, but such a process can be extremely time-consuming and will not guarantee only, at best, average results. This is why headhunting is essential if you want to choose from the best programmers. Of course, if you want to get the best candidates now rather than in a month’s time, headhunting is also essential. After all, everybody wants to choose from the best candidates on the market, not the best candidates who have sent their CVs. To achieve this, the headhunting channel becomes key.
What if I am looking for marketing project managers?
The answer is also yes. Whether you are looking for an experienced marketer, sales, purchasing, commercial, manufacturing specialists, project managers, technologists, finance specialists – you need good, experienced candidates everywhere. Such candidates are not usually looking for work themselves, so they need to be hunted. It is the direct search channel that ensures a fast and steady flow of quality candidates to the point of selection and placement. The worst practice in headhunting is waiting. Often, employers wait for the results of a public recruitment exercise before deciding whether to launch a headhunt. Waiting costs a lot of time and still prevents them from choosing from the best candidates on the market. This is why it is recommended to start the headhunting as soon as the recruitment project starts.
Is it even worth posting a job advertisement then?
The function of a job advert has gradually evolved from attracting candidates to building an employer’s image. Unfortunately, the job advert is ineffective as a recruitment channel. In any case, if used in conjunction with direct search, it can be an excellent complementary recruitment channel for informing the public about the professional or managerial position sought.
Is headhunting the only way?
Yes, when hiring a recruitment company, it is imperative to expect a quality service. If there is no headhunting or passive process, it is simply waiting for the right candidate to knock on the employer’s door. The likelihood of this is extremely low and unpredictable. This is why headhunting should be at the heart of any recruitment exercise, not only in executive search but in general.
