If you’re a job seeker who is struggling to land a job or an employer who can’t seem to attract the right talent, a professional headhunter can help solve your hiring woes.
But what exactly is a headhunter? And how can they support your job or candidate search?
Below, we’ve answered eight of your most frequently asked questions regarding headhunters. Follow along to find out if partnering with a professional headhunter is right for you.
1. What Does a Headhunter Do?
Headhunters are independent, third-party recruiters who match job candidates with available positions. They help job seekers find jobs that match their skill sets and interests and hiring companies recruit top talent for open positions.
Headhunters typically have a vast network of candidates and are aware of many private or unlisted job opportunities. They tap into their connections, build relationships, vet and screen viable candidates, and maintain a pool of top talent. Headhunters have the tools and expertise to track down the right candidates for the right roles.
2. Are Headhunters More Loyal to Employers or Job Candidates?
Headhunters are equally loyal to employers and job candidates because their goal is to match the ideal candidate with the ideal position. While headhunters are contractually obligated to perform a candidate search for an employer, they must also look out for the job candidate’s interests. Ensuring a good fit is crucial for all parties involved.
3. How are Headhunters Paid For Their Work?
Job seekers do not pay headhunters for their services, but employers do.
Employers hire, and therefore pay, headhunters to fill their open positions. Headhunters are usually compensated with a percentage of the job candidate’s first–year salary. Depending on the agreement, some headhunters earn 25-33% of the job candidate’s starting salary. They may also be able to earn extra money if the person earns bonuses during the year. This is why it is in the best interest of headhunters to place a highly qualified job candidate who can command a higher salary.
4. What is the Difference Between Retained and Contingent Headhunters?
There are two different types of headhunters: retained and contingent.
A retained headhunter is someone who only focuses on recruiting workers who are at the top of their field. This could be C-level and other senior–level executives. Retained headhunters charge a retainer upfront, as this kind of job search often requires more time and resources than sourcing lower-level positions. They also typically have an exclusive agreement with the employer, meaning the employer won’t go to another headhunting firm to find candidates.
As for contingent headhunters, they receive compensation only if they successfully place someone in the open position.
5. Should I Tell Headhunters My Salary History and Other Personal Information?
Trust is important when partnering with a headhunter. If you’re a job seeker, you should only agree to work with one after you’ve talked with them and understand what skills and traits they are looking for in a job candidate. You should also feel comfortable sharing your personal and employment information with them because they will advocate on your behalf.
Headhunters may ask about your salary history during the job placement process. Although you may be hesitant to disclose your salary history at first, it can benefit your situation. Headhunters are extremely motivated to help you get the highest starting salary since they take a percentage of the money you earn during the first year on the job. A talented headhunter can use your salary history as leverage when talking with employers to negotiate a higher salary. That said, you can ask the headhunter not to disclose your information to anyone else without your permission.
6. Are Headhunters Just Focused on Hitting Their Numbers?
While there may be some headhunters who don’t take their job seriously, a reputable headhunter is committed to finding the best fit for the role, regardless of their numbers. After all, it benefits them to secure top-quality matches with high retention rates.
The best headhunters put in the time and effort to source candidates with the skills and expertise to excel in the position. They are dedicated to networking, building relationships, and vetting candidates to ensure they are an all-around good fit for the employee and employer.
7. Do Headhunters Only Fill Temporary Positions?
Many assume that headhunters only work with temporary or short-term hires, but that’s not the case. Headhunters support temp, temp-to-hire, and direct-hire positions. They can find candidates to cover both one-off projects and long-term roles.
Moreover, headhunters can fill a range of positions, from entry-level to C-suite and executive roles.
8. Can Headhunters Help My Business Fill Niche Roles?
Yes, headhunters specialize in various industries and have access to candidates with specific skill sets. They consult with hiring companies to understand their niche requirements and thoroughly assess each candidate to ensure their qualifications align with the job descriptions. No matter how niche the role, a headhunter can find the perfect match.
9. Is it Worth Working with a Headhunter?
Yes, headhunters are an invaluable tool for job seekers and employers alike. They have exclusive access to viable candidates and private job postings, but also the expertise and experience to screen for the right soft and hard skills.
Still have questions? We have answers! Contact Boutique Recruiting to learn more about our proven strategy. We specialize in developing meaningful connections with both employers and job seekers.