why should you hire a headhunter to work with your H.R Staff?
My guess is that if you are looking to recruit, then you have
an immediate problem to solve. A headhunter will meet directly
with you, to find out exactly what you are looking for and
will generally specialize in your industry, so will bring
with him a lot of background knowledge.
working this way, the headhunter reinvents the whole
traditional recruitment process. His first step will have
been to get in touch with a company and to find out who the
top performer is. By doing this, the headhunter will have
qualified the skills and caliber of the candidate before the
interview. He will then test the candidate's knowledge and
will use his skills to probe even further to ensure that the
candidate is not simply saying what they believe the company
will want to hear - which is so often the case in many standard
interviews. This enables the headhunter to fully brief the
hiring manager on a candidate's skill set and to discuss,
the value that the prospective employee would bring to the
The process of evaluating CV's that have
been passed on by HR, in an attempt to match skills to the
job description, is totally removed. Not only does this save
an incredible amount of time, but it also eliminates a host
of candidates who will probably be unsuitable for the job.
You have to consider why anyone would submit a CV if they
were happy working for their current employer or were performing
extremely well. It is extremely rare for a top salesperson
to want to work for another company - they are nearly always
whole process means that there is no guesswork necessary
on behalf of the hiring manager - the interview is not a 'blind
date,' but is an exciting engagement between two people who
are about to seize a mutually beneficial opportunity.
advantages of the headhunter's technique also extend
to the candidate. Prior to meeting his prospective employer,
the candidate is fully aware of the company's challenges,
goals and culture. He knows what the hiring manager wants
to see, has been motivated by the headhunter and is keen to
apply his work skills to the position. As most hiring managers
will understand, there is nothing worse than interviewing
someone who you are not convinced will want the job.
the end of the day, an experienced headhunter will
not put any candidate forward until he knows that both the
hiring manager and the candidate are fully prepared for the
interview. After all, a headhunter is only paid upon results.
light of this, would you still leave your recruiting
entirely to your HR department? Now, I'm sure that there are
some HR experts out there who do spend time researching the
industry and getting in touch with top performers. It is also
important to note that HR play a very important role within
a company as far as managing existing resources goes. However,
the management of initial recruitment for other departments
is an area where HR should maybe take a step back and make
way for the hiring manager.
Well, lets take a look at how the majority of HR
departments handle recruitment. They spend thousands on advertising
and hundreds of man-hours on screening and testing. Their
evaluations are based only on CV's, so they tend to waste
time evaluating people who are looking to move for some reason.
They also tend to rely on references, which in this day and
age and particularly within the sales industry are redundant
- a reference will not give you the candidate's previous performance
levels and will certainly not tell you why the candidate is
suited to your job!
question is - does the HR department really know
what skills are necessary to be successful in a sales position?
Well, probably not - as I'm sure they would be working in
the sales department themselves if they did! In which case,
how can they be capable of judging someone's worth and identifying
a solution? This surely means that they are processing hundreds
of unknown candidates, rather than people they know can do
by allowing all recruitment to be reliant upon the HR department,
you are restricting your market to only 'those that come in'.
What about all the other people out there who may be available
but aren't actively searching? There are hundreds of opportunities
out there - you just need a talented headhunter to exploit
them for you.
headhunter's strategy is powerful. His sole aim is
to create a synergistic match between a company and a prospective
employee. He is fully aware of the market and spends a lot
of time researching the top producers within a particular
industry. Not only is he continuously enlarging his circle
of contacts through proactive networking techniques, but he
also knows how to sell your company to the people who you
would ideally like to recruit.
these techniques didn't work, those companies who
have already recognised the advantages would not have turned
to headhunters for assistance. If you are still unsure, maybe
you should consider this: Who would you send into the market
to recruit new customers - your top performing, most impressive
salesman or a customer service representative?