Recruiting and Executive Headhunting

Executive recruiting refers to the process in which a third-party recruiter researches and employs qualified individuals for their client businesses. The recruiter acts as an independent contact between potential candidates and client companies to fill positions they may be offering.

There are several different kinds of executive recruiters. Some may specialize in client relationships and provide ongoing support to their clients’ sales or business development. Others may strictly focus on finding candidates for open positions within the client company; this is often referred to as sourcing. Still others may provide both ongoing support as well as serve the recruiting needs of their clients. These third-party recruiters can specialize in recruitment of permanent positions within a client company, contract (or temporary) positions, or both.

Third-party recruiters who dedicate themselves to placing potential hires in full-time positions within companies are often referred to as headhunters. Typically, executive headhunting is often associated with a higher degree of industry knowledge and more personal, less “canvassing” approach.

Here is a good way to distinguish between recruiters and headhunters. Recruiters tend to use a more “blanketed” approach to finding potential hires for a client company, such as “cold-calling”. Most often, recruiters have very little or no previous knowledge of a candidate before contact is made.

On the other hand, executive headhunters typically attempt to find the individual’s previous employment history, education, etc. before contacting the candidate. Basically, executive headhunters typically look for suitable candidates first, then speak to them, whereas recruiters will more often than not contact individuals first, then choose their candidates from the individuals they have already spoken to. In addition, executive headhunters may attempt to “poach” employees away form their current employers, when recruiters may not attempt this.

Executive headhunting agents can be generalists, or specialists in a particular niche. Some may specialize in geographic regions, while other “niche” headhunters may specialize in a specific industry or type of employee, such as law enforcement, medical specialists, senior-level executives, etc.

Executive search agents typically have a wide array of personal contacts, detailed specific knowledge of the geographic area in consideration, and on most occasions, tend to operate at the most senior level. The main goal of executive headhunters is to strengthen the client company by introducing high-profile employees.

Executive search professionals or headhunters are involved throughout more of the hiring process, conducting thorough reports and interviews for the client company. They attempt to present candidates that they believe will fit, not only into the position, but that will fit into the company’s employment culture, as well. These headhunting agents usually have long-lasting relationships with their clients spanning many years. They attempt to ensure progress for the client company by introducing candidates that will strengthen the company, and by avoiding the use of cold-calling and other impersonal hiring techniques.