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True Headhunters would never advertise their jobs on a Linked in discussion board!

True Headhunters would never advertise their jobs on a Linked in discussion board!

As Headhunters it is our role to make direct approaches to specific individuals that work for our clients competitors. We add value by heavily researching and targeting senior people that are NOT actively looking for a career move and would therefore be unreachable by any other means for our clients. These headhunted candidates are content in their current positions and are adding substantial value to their employers organisations so they have no reason to actively look for a career change.

Headhunters will directly approach and inform target candidates of interesting opportunities which they can decline or pursue. These people can bring great success, valuable market knowledge and they also already understand the products/ solutions and require no training so it’s a really clever method for companies to find the best people in their industry. Furthermore Headhunters will offer a truly consultative approach and coach all parties through the process by offering their detailed knowledge and experience and management of both parties expectations. It is an extremely confidential, delicate and focused process that needs to be handled by true experts. Also it will provide candidates with a great perception of a hiring firm that uses professional Headhunters. In the wrong hands a senior hiring project can cause long term and extremely serious problems.

Advertising on the other hand targets candidates that are actively looking for change and so this approach would never be used by a true Headhunter. Charlatans who profess to being Headhunters and then advertise their jobs are giving a bad name to the rest of the industry. They are not providing a thorough and consultative method and they are just being lazy and reactive. Advertising is a great and cost effective method for hiring a certain level of candidate or a number of similar roles. However for strategic and key appointments then Headhunters with a strong track record who guarantee their work are a true investment for any organisation looking to hire the best people.
I hope you find this posting useful and I am always happy to offer advice or answer any industry related questions.

Zubia Sheikh
Managing Director at MSC Headhunters



1 comment:

Gordon said...

First of all, (and perhaps this is just an artifact of that wrong kind of English you speak in the UK but) calling yourself a headhunter will give palpitations to most of the senior partners at the big firms, Heidrick anyway, I don’t know about the other firms but I imagine they are the same. So this discussion of what a true headhunter would do will leave them spluttering. Anyway, making direct approaches to the passive targets is something we do that HR departments generally don’t, but it doesn’t necessarily follow that advertising jobs is something HR does and we can’t. Our value is in finding the best fit of candidate among the pool of both active and passive folks. It is not our ability to call targeted people that earns us our fees but our ability to apply judgement the client believes in to the people we can make interested in the job, by whatever means, to begin with.

Also, I’d argue that a linkedin board is not quite the same thing as an ad on Monster. Plenty of passive-ish seekers may network using linkedin even if they’re not cruising the job portals.

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