What Is the Difference Between a Headhunter and a Recruiter?
Obtaining a position with a Fortune 500 company is a dream come true for many people. As for how they land these positions, more companies are entering the recruitment marketing arena. They are doing this because skilled talent is in high demand but in short supply. Every industry is affected. Talent acquisition leaders are also having issues with hiring the right people. This is where recruiters come in. Recruiters are able to match the talent with the job.
In regard to recruitment marketing, some companies have adopted their own strategies, but there are professional recruiters that possess the right experience and tools. For instance, they utilize social media, mobile marketing, SEO, and other strategies that make them reputable enough to be trusted by Fortune 500 companies. The Fortune 500 companies then turn to them to find the right candidates while the right candidates turn to them to be connected with the companies.
Headhunters Execute Effective Strategies
The question here is why a company would turn to the expertise of headhunters to obtain the right talent when recruitment marketing can be done in-house? It’s a good question. According to the Society for Human Resource Management, Fortune 500 companies have received a C grade in their recruitment marketing techniques. Only one-third of the companies managed an A or B.
The areas that needed significant improvement included:
- Allowing candidates to join a talent network or receive job alerts without having to apply for a job.
- Consistently communicating with leads in a personalized way.
- Sharing useful content to leads to engage them and keep qualified talent interested in one day working for the company.
These are all areas that professional recruiter have mastered so that talent can be directed to the appropriate positions within companies of all sizes, including Fortune 500 companies.
Recruiters Are Important to Fortune 500 Companies
Because it can be difficult for Fortune 500 companies to execute an effective recruiting program, they rely on recruiters to bring them the talent. There are certain recruiting metrics that are important to Fortune 500 companies. Those metrics include the dollar impact of hires, reducing turnover rate, reducing new hire failure rate, key position vacancy days, percentage of innovators recruited, reducing weak recruiting that leads to project delays, and diversity. When an opportunity presents itself to move these numbers into positive territory, a Fortune 500 company will turn to a well marketed and reputable recruiter to make it happen for them.
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