Headhunting vs. Recruitment: What’s the difference and which is right for your business.

When it comes to hiring new talent, you've got choices:

• Try finding someone yourself
• Engage with a recruitment agency
• Engage with a headhunting firm

In this blog, we are going to explore the differences between using a traditional recruitment agency, or a headhunting firm.

Both options have the aim of helping you to hire top-tier talent, in exchange for a fee that relates to a % of the successful candidates’ first year’s salary. The method in which this talent is found though will vary between the two models.

At Talent Seeker, we're your go-to for headhunting services, offering a highly targeted and proactive approach that's perfect for filling senior, specialised, or more challenging to fill roles. So, let's break down the differences between headhunting and recruitment, and help you discover the right approach for your business.

When headhunting at Talent Seeker, once we've got a solid understanding of your business, structure, company culture etc. and established your ideal candidate profile, we'll commence a multi-pronged, highly targeted candidate search, using the latest headhunting software, CV databases and most relevant social media platforms.  In addition, we'll leverage our own candidate portal and comprehensive network of relevant sector contacts.  We target passive talent – people who aren’t active on job boards but are open to looking at a suitable opportunity that is presented to them in the right way and at the right time.

For traditional recruitment agencies, they will tend to take on more a transactional approach, targeting active job-hunters and this can be a more effective option when companies are looking to make multiple hires quickly.

Their approach is likely to be:

•    Posting job ads on across multiple online job boards.
•    Reaching out to their existing candidate database, through phone calls, text messages and high-volume email campaigns.
•    They will then sift through a large pool of applications and CVs submitted by active job seekers.
•    Telephone or video interview candidates to evaluate their qualifications for the role.
•    Send over a shortlist of the strongest applications.

Recruitment agencies leverage their database and outreach strategies to identify a range of potential fits. The candidates are usually on the lookout for new roles, and the process is more reactive, depending on who responds to the job postings.

Pros of traditional recruitment:
1.    Broad candidate pool: Recruitment agencies often have large databases of candidates, giving businesses plenty of options.
2.    Quick turnaround: For entry- to mid-level positions, traditional recruitment can be quicker and more efficient.
3.    Receptive candidates: The majority of candidates traditional recruitment agencies speak with are active job-hunters, so they are likely to be very receptive to new opportunities.

When it comes to senior, niche, or high-demand roles, traditional recruitment methods can fall short. That's where headhunting firms can really add value.

Headhunting: The hunt for game-changing talent
Headhunting, or executive search (as it is often referred to), is a more specialised and proactive method of recruiting. Headhunters don't wait for candidates to come to them, they seek out the best talent, often eyeing passive candidates who may not be actively job-hunting but could be swayed by the right opportunity at the right time.

Pros of Headhunting:
1.    Targeted search: Headhunters concentrate on finding the best candidates for your specific needs, including passive candidates who may be open to the right offer. This ensures you're considering top-tier talent, not just the most available.
2.    Access to passive candidates: In today’s competitive job market, the most qualified candidates are often already employed. Headhunting gives you access to this hidden talent pool, targeting professionals who may not respond to job ads but are ideal for high-level or specialised roles.
3.    Confidentiality: When recruiting for senior or high-profile roles, privacy is key. Headhunters conduct discreet searches, ensuring confidentiality for both the company and candidate throughout the process.
4.    Expertise in senior roles: Headhunters understand the unique needs of leadership positions and what qualities make a successful C-suite executive, director, or manager position.
5.    Tailored approach: Headhunters take the time to understand your company’s culture, values, and long-term goals, ensuring the candidates presented are not only qualified but also a great cultural fit for your organisation.

Here are our 5 key headhunting tips:
1.    Prior to starting your search - Write down a list of 5 - 10 of the most relevant keywords and qualifications for your vacancy.
2.     Research where your ideal candidates are located - which social media platforms they’re most active on, what professional associations are they members of, Facebook and LinkedIn groups, meet the team pages on competitor’s websites, friends of friends, networking groups, your own CRM system and mailing list. 
3.    Leverage the various filters on LinkedIn and you can also build highly targeted boolean search strings (even on the free version). 
4.    Once you have your target candidate pool, ensure you get your initial approach right - your first message should spark curiosity and entice the person to want more info and that’s it.
5.     You will get some ‘no’s but still try and get value from a ‘no’ response - i.e. see if they know anyone in their network who might be interested? Or see if they can recommend anywhere else that your ideal candidate could be.

Both traditional recruitment agencies and headhunting firms have their merits, but if your mission is to secure the very best talent for senior, specialised, or high-demand roles, headhunting is the way to go. 

If you’re ready to invest in an elevated hiring strategy that goes beyond filling positions and focuses on long-term success, we’d love to work with you. 
You will be pleasantly surprised, that due to having low overheads, we are able to keep our headhunting fees low, so they are comparable to what you would pay to traditional recruitment agencies. 

Let’s connect and see how we can bring top talent into your team!

01425 200799
[email protected]