Un headhunter es un reclutador especializado que busca activamente candidatos cualificados para puestos de trabajo, especialmente para posiciones directivas o de alta especialización.
The headhunter is a Recruitment and talent sourcing specialist, meaning that delegating the search and selection phase for new employees to this professional carries the following benefits for the company.
Benefits of working with a headhunter
- Efficiency. Being fully familiar with recruitment channels, methods and processes, they offer a high speed in carrying out labour market surveys, both generic and specific, providing suitable profiles for any job offer and avoiding common hiring mistakes.
- Outreach. Given their experience and network of contacts, a headhunter can access a much wider range of potential candidates for the position in question than the organisation's internal team.
- Comfort. The expert handles the entire process (sourcing, contact, filtering, shortlisting, reference checking...), providing the company with a brief list of potential candidates on which to make a final decision, which represents a great saving of effort and time on the part of the company.
- Strictness. Their specialisation allows them to apply rigorous techniques and methods in the search and selection process, which they supplement with other services such as reports on candidates or the market, job competencies, or exclusion factors, as added value. This provides a more comprehensive outcome that is tailored to the vacancy that needs to be filled.
- Impartiality. Personal relationships within the Human Resources department of a company can interfere with internal promotion processes. In contrast, a headhunter will act with greater objectivity when selecting executive profiles within a company from its existing staff. Furthermore, they are also unaware of any potential external commitments made by management.
- Confidentiality. The headhunter operates under a strict confidentiality policy, able to keep the company seeking staff anonymous. This way, they are also able to contact currently employed professionals from other companies without revealing who the advertiser is.
- Costs. Although carrying out the own resources recruitment While it is economically cheaper in the short term to hire an external service, it is also true that finding the right candidate can save the company significant training or rehiring costs if the employee does not adapt to the company, not to mention the benefits in terms of innovation and productivity that a professional can bring if they are suitable for the role.
- Guarantee. It is also common for these recruitment professionals to offer certain guarantees about their process to the client, such as carrying out a second phase free of charge in the event that, within a reasonable timeframe, the first chosen candidate is not suited to the position.
- Vanguard. A good headhunter will not only be up-to-date in their field of activity but will also know what the market trends are concerning certain strategic positions, information that is very valuable to the company.
- Reconciliation. In any case, the Human Resources departments and the headhunting companies They don't have to work in isolation; on many occasions, the two can coordinate with each other, so that the latter offer external advice and the former handle the execution.
