What Is the Difference Between a Headhunter and a Recruiter?
If you used a headhunter in the past and things didn’t work out the way you wanted them to, it’s time to take another look. The economy is rebounding, and there are millions of people looking for jobs. However, there are many jobs not getting filled. Some employers say it’s because good people are hard to find. On the other hand, headhunters say it’s because employers are using recruitment tools that are no longer as effective as they used to be. The obsolete nature of these tools has employers taking another look at headhunters as a path to acquiring top employees. Unfortunately, the transition back to a solution that works is a slow one.
Addressing the Employment Problem
Today, there are tons of job search websites, social media pages, and mobile recruitment tools that are designed to aid employers in the search for quality employees. Basically, employers are putting advertisements out there on the internet and hoping for the best. The companies may opt for a free option, but the job listing tends to get lost in the sea of work-at-home opportunities that aren’t legitimate.
Then there is the paid option, which purifies the job search results more since the “pay us $99.99 to work at home” pyramid scammers are less likely to pay for space. Paid job advertisements have a wide reach, but overreach is what can make these job boards ineffective. The ad is visible to a lot of people who don’t possess the necessary skills. This results in a lot of wasted time because unqualified people will submit their resumes. This can create a problem when it comes to internal recruiting.
When you opt for external recruiting, you’re outsourcing the recruitment functions to professional recruiters. The potential employees are targeted so that the replies are from qualified applicants rather than unqualified ones. What’s more is the HR department doesn’t have to handle the daunting task of internal recruitment and resume mining.
How Professional Headhunters Help
Professional headhunters can deal with resumes and applicants because they recruit for a living. They are able to focus on the qualified individuals and form relationships with them. This builds trust and is a very powerful element for recruiting talented people.
Headhunters are also cost-effective because employers are able to focus on other functions within the business instead of spending hours on recruiting. Talent acquisition is time-intensive and can be very burdensome. Headhunters have the expertise to screen qualified applicants ahead of the employer evaluation. The employer is much more likely to find a good fit in this way. If no applicant is selected, the employer usually pays nothing to the recruiter.
Recruitment Tools vs. Headhunters
All in all, looking at today’s recruitment tools and comparing them to a headhunter reveals one thing, and that’s the absence of human touch. Although there is a fee for a headhunter’s services, there is a lot of value in finding an employee who is a great fit. When an employee stays with a company, turnover goes down. Due to the cost of hiring employees, it is good for the business’ bottom line to get it right the first time rather than hiring several people for the same position within a short period of time.
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