| Using a headhunter turns a passive executive | | | | can earn a lot from a single position that they are able |
| recruitment strategy into an aggressive one. Rather | | | | to fill. Headhunting does not provide a steady income, |
| than advertising a post and hoping that the best | | | | however, since the availability of positions and people |
| candidates come to you to apply, when you use a | | | | who are suitable to fill them can vary. |
| headhunting service, you send someone out to track | | | | The main benefits for an employer who chooses to |
| down the best candidates for you. Many people will be | | | | recruit through a headhunter are the savings in time |
| interested in a position if it is offered to them | | | | and resources. The company does not need to spend |
| personally, even though they are not currently looking | | | | its own time and money finding candidates to fill a |
| for a new job. You can only recruit these people if you | | | | position. Finding someone who can work at the highest |
| make the first move, because they won't see your | | | | levels can be very difficult since the pool of available |
| ads or apply for a job. | | | | candidates can be small. Some of the largest |
| Headhunters specialize in executive recruitment. They | | | | companies in the world are able to manage |
| work for the companies that need the best new talent | | | | recruitment themselves, often having a special |
| and which are willing to make the sort of offers that | | | | department specifically to deal with finding suitable |
| can tempt a skilled executive away from their current | | | | candidates. Smaller companies that are unable to |
| position. Headhunters target the best people for the | | | | spend as much time and money on recruitment often |
| job. They hunt them down and convince them to meet | | | | choose to use a headhunter instead. |
| with the recruiter who is interested in them. This places | | | | Another important benefit of using a headhunter is that |
| the headhunter between employers and new recruits. | | | | the candidates who will be presented by the |
| They act as a mediator, a negotiator, or even a | | | | headhunter have already been evaluated. There is no |
| matchmaker, helping to find the perfect candidate for a | | | | need for the company to spend as much time sifting |
| job, and helping executives to move into new and | | | | through applications and comparing candidates. They |
| better positions. | | | | can also be sure that the candidates selected for |
| In order to be successful, a headhunter must have | | | | them by a headhunter are among the best in the |
| insider knowledge of the industry in which they are | | | | industry. |
| working. They must have a network of contact | | | | The candidates who work with headhunters receive |
| through whom they can find out about the positions | | | | similar benefits. They are offered positions that they |
| that are going to become vacant, and about any | | | | would not otherwise have known about, and they can |
| newly created positions. They need to keep an ear | | | | work with a headhunter to find their dream job. |
| out for any high level professionals who might be | | | | Candidates can specify their requirements to the |
| looking for work, or who could be ready to make a | | | | headhunter, for example asking for a certain type of |
| move if the right offer is made to them. | | | | position, salary, or particular benefits. They can even |
| Headhunters usually work on commission. Their fee is | | | | ask the headhunter to look for an opening in specific |
| usually calculated as a pre-specified percentage of the | | | | companies for which they hope to work. Headhunters |
| salary of the job for which they are recruiting people. | | | | can also give candidates an advantage when they are |
| The exact percentage will be negotiated with each | | | | selected for an interview, by offering additional |
| employer that uses their service, but a fee of about 25 | | | | information about the recruiting company and their |
| percent is fairly typical. This means that a headhunter | | | | competition for the post. |