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We know that finding the ideal candidate is not an easy task, especially when it comes to middle to senior management in your company or positions that require specific skills.
Selecting the right candidate for a critical position is a complex process, which will require both the use of specific tools and strategies, as well as increased time and expertise in the area.
Leaving this task to a recruiter or recruitment agency may not be the most appropriate, in these cases, a Headhunter is the best option to accomplish the task successfully.
Read on and learn more about headhunting, when it is necessary to consult a headhunter in your company, and the difference with a recruiter or HR agency.
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The headhunting process focuses on finding and attracting the ideal candidate for your company through a strategic and specialized methodology.
This is an active recruitment process in which the company goes on the "hunt" for the professional profile desired by the company.
This type of recruitment is mostly used to find the ideal talent for middle and senior positions (managerial or executive) or for specialized positions in high demand in the market.
A headhunter conducts a direct search for talent with the desired skills for the position.
Regardless of the size of your company, you should leave the search for your personnel in the hands of a headhunter at the time:
- These are profiles of positions that are decisive for the course of the company. Whether they are high positions or management with a lot of responsibility in decision making.
- These are specialized profiles in one area. For example, fintech profiles in which understanding technical terms is decisive to find the right candidate. What is the ideal talent for the Fintech industry?
- These profiles are in high demand in the market. With very specific characteristics that are really necessary for the company.
Although many may think that a recruitment agency and a headhunting consulting firm are the same, each has a different approach to selecting talent. This is not to say that one is better than the other, only that depending on the company's needs and job roles there will be one that is better suited to the task.
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The first and most important point during the selection process to find the ideal candidate for your company, is the profile you need for that particular position.
In a recruitment agency, the main way to know the characteristics that they must look for in the market is through a traditional format. This type of form contains mainly technical information about the position and general data about what they are looking for in the candidate. This profiling process is very useful when it comes to recruiting operational profiles since it is not necessary to know other types of skills, thus making the selection process more efficient.
On the other hand, the profiling process carried out by a headhunting consultancy goes beyond the main characteristics of the position. A headhunter will seek to understand the needs of the company, evaluate the environment in which the position will be developed, analyze possible obstacles and define the skills and characteristics of the profile desired for the company.
That is why, for positions that will define the course of the company, it is advisable to take the necessary time to understand the profile you are looking for, in order to make a good decision.
Finding the right profiles often means taking a different path between a recruitment agency and a headhunting consultancy.
The first one, usually uses job boards (e.g. on LinkedIn, Indeed, etc.) to apply for the vacancies it offers. This is usually effective for junior or operational positions. However, it does not usually have good results when it comes to more specialized positions, in which the right profiles that are looking for work are usually scarce and often tend to be in other companies.
That is why the headhunter's responsibility involves considering both active and passive candidates, which he/she will find thanks to the network of contacts he/she has built up over years of experience in the sector he/she has specialized in.
When evaluating candidates for a position, it is important to understand the language used and the needs of the sector, in order to make a correct evaluation and verify that there is a synergy between the candidate and the company.
At 3Hunters, our headhunters are specialized in different areas; IT, marketing, finance, etc., which allows us to offer both our candidates and our clients a correct understanding and a valuable proposal for both.
On the other hand, a recruitment agency in most cases will not have this specialization by sector, which could cloud the decision. However, if your company's vacancies do not require specialized knowledge, hiring a recruitment agency would be the best option thanks to its lower cost and process suitable for these positions.
One of the advantages of a complete headhunting process is that it does not stop at the recruitment process (as most agencies do), but follows up to verify that both the candidate and the company are getting the expected results.
If, for any reason, the candidate has to leave the company, many of the headhunting consulting firms also offer a guarantee with which he/she will go through the selection process again at no cost.
At 3Hunters our guarantee can be as long as 1 year depending on the position*.
In conclusion, depending on the profiles your company is looking for, you will be able to decide between one or the other. We recommend you ask yourself these questions: Does the position involve making important decisions for the company? Does it require technical knowledge? Is it a position in high demand in the market?
If your answers are yes, you can schedule a meeting with us.
Are you looking for talent in Latam? Meet 3Hunters
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