Employers seldom complain about the services of headhunters, it’s the headhunters’ fee that has become their pain point.
A few months ago I was a presenting at a seminar to about 35 business owners and HR professionals. The topic of the presentation was “How to Recruit like a Headhunter” and during the presentation I made the statement “if you are not using headhunters as your primary recruitment weapon, then you are not hiring the best talent in-the-market”
One individual took offence to that particular statement and became very irate. He literally stood up from his seat and while pointing his finger directly at me he said “you don’t know what you’re talking about-because we hired some pretty good people-and they are working out just fine-and we didn’t use headhunters”
Without any hesitation, here’s how I responded:
Sir, you are absolutely correct…you really don’t need headhunters to hire the best talent on-the-market. However, what would you say was the difference between the best talent in-the-market and the best talent on-the-market?
I watched his eyes rolled over into the back of his head as he struggled to find a good answer. But, without waiting for his response, I asked if anyone in the audience knew the difference between the best talent in-the-market compared to the best talent on-the-market. What I heard was a number of resume related answers such as: the ones with the best resumes; or the ones presently work for the big brand name organizations or the ones that were educated from the most prestigious universities.
My reply was that they were all very good answers, but they were not the number one answer. The number one answer is; the best talent in-the-market are most likely the individuals that are not active searching for a job. Why? It has been my experience that to be wooed by a competitor is the expectation of the top talents. They don’t get excited just because a job that matches their skills and experience was advertised-they have to be strategically motivated and sold on that particular job opportunity.
So, if you are not using headhunters, then you are hiring the best talent from only the individuals that are actively looking for a new job. And, there is a significant difference in the caliber of talent when you compare the ones that are actively looking to the ones that are not actively looking for a new job.
To prove my point, I tried to get the audience emotionally involved in the debate. I took a quick survey by asking four simple questions. The questions are as followed:
- How many of you know of someone that is actively searching for a job? Almost everyone raised their hands.
- How many of you are actively searching for a new job? Three individuals raised their hands.
- How many of you are not actively looking, but would listen to details about another job opportunity if you believed that it could be of some interest to you? Half of the number of individuals in the room raised their hands.
- How many of you are not actively looking, but would seriously consider another job opportunity because you were convinced that the job would not only improve your present standard of living it would also advance you career to the next level? Almost everyone raised their hands.
I pointed out that the result of that survey was similar to recruitment activities in a niche market. The best talent most likely will be from the group of individuals that are not actively looking. So, if you are not using headhunters-you are not hiring the best talent from the entire talent pool; you are hiring the best talent from a small puddle.
With all the new recruitment apps that are available, the big job boards and the growing appeal of social media are you trying to convince us that headhunting is the most effective recruitment method available, was the question asked by the same individual.
I said yes it is and I will tell you why!
The reason headhunting remains the most effective recruitment method is because as headhunters we recruit ahead of the need!
Recruit ahead of the need; I’ve never heard of that, he said.
I said: it means that we don’t wait for a job to become open to start recruiting individuals to fill that job; we recruit the individuals for a job before that job becomes open. And the only way that is possible is if you are committed to building relationships from a recruitment perspective. But, you also have to be passionate about recruiting to be committed to it; and when you are committed you will live and breathe recruiting 24 hrs a day, 7 days a week and 365 days a year. A good headhunter will know who the most talented individuals are, they can identify the hardest workers from the slackers, they know the ones that operate below the radar screen and they also know the ones with the most potential. They do the hardest part of recruiting for you-which is developing relationships.
Apologetically, he said “I didn’t mean to imply that headhunters were not effective, but what are your options if you don’t have the budget to pay headhunter fees?
Therein lies the problem, the headhunter fee. But it is also a tremendous opportunity for headhunters to make more placements. How? They just need to do a better job of re-selling the economic value of using professional headhunters or demonstrate creative ingenuity in the pricing of their headhunting services.
The economic value is more profits; because the employers that hire the best talent often win and retain more customers. Also, why not allow your competitors do the hiring and the training? You simply rely on headhunters to recruit their best talent from your competitors after they are trained. Paying headhunter fees will be a drop in the bucket compared to cost savings realized in salaries paid to average performers and profits generated from superior performances of the headhunted talent.
