Recruiting is the fundamental element in ensuring the development and growth of a business. But now, many strategic profiles have become scarce and talent is more and more volatile. This trend seems to be getting stronger among the new generations who are more mobile and adept at change.
Faced with these new recruitment problems, organizations must adapt and implement new methods to find the rare pearl that creates value. Hunting specialists for more than 15 years, discover our feedback on the importance of hunting in recruitment.
What does headhunting consist of?
To find the ideal profile, there are various techniques used by HR functions and recruitment firms.
First of all, we find the publication of ads on the various job boards, which makes it possible to generate a certain number of applications. The disadvantages of this method lie in the inadequacy of candidates and the decrease in the volume of incoming applications. However, this is still an easy to access and useful method on lower-impact workstations.
Then, there is the sourcing method, which consists in identifying candidates who listen to the market and who correspond to the desired profile. To do this, CV libraries and social networks represent interesting talent pools that must be exploited. This method still requires a certain knowledge of the profession and a precise research technique to improve the quality of sourcing.
Finally, headhunting. This approach remains the most interesting for the search for rare and strategic profiles, but it requires a certain degree of mastery to derive all the benefits. This consists in canvassing candidates who are still working and who do not, on the surface, show any real interest in changing positions.
The benefits of hunting
Hunting is a more complex and sometimes more expensive method than other recruitment techniques, but for good reason. Indeed, hunting has many benefits that explain its importance in recruitment.
Business expertise
When you call on a headhunter, you are primarily using a recruitment expert in certain profiles or sectors. He is therefore in a position to understand the specificities, expectations and points of vigilance to be aware of in the qualification of candidates. He is able to identify weak signals from the first exchanges with talent and to quickly detect if a profile is relevant for the position.
He also knows how to be very discreet about the challenges of the company in research and will be vigilant not to put the candidate who is still in position at odds with his company. It's a real balancing act to arouse interest without revealing too much and can't be improvised.
Access a talent pool that was previously inaccessible
Approaching profiles who are still working and have no obvious interest in changing jobs is not easy, especially for rare and scarce profiles such as sales and IT functions.
Very often upon request, the headhunter has been able to develop approach techniques to manage to communicate with these strategic profiles. It also has a network and tools that allow it to offer you a panel of profiles that are difficult to access by more traditional recruitment methods.
Accelerate your recruitments
As we mentioned earlier, the distribution of job offers does not always make it possible to generate profiles in line with the position. So it often happens that recruitments get bogged down and that this weighs on the rest of the team. Profile hunting is a more proactive method with an initial selection filter in advance. The direct approach therefore makes it possible to speed up recruitment considerably.
At Job2bedone, our recruitments for strategic commercial, marketing and digital functions last an average of 40 days compared to more than 3 months using traditional distribution. A real gain in time and performance for your business.
Support from A to Z
For the company as for the candidate, talking with a headhunter gives access to qualitative and professional support. For the company, this makes it possible to establish a candidate background and experience that will reflect your employer brand. Optimization of interviews, transmission of values, job description, onboarding, the headhunter is a real recruitment partner at the service of your organization.
On the candidate side, this allows you to talk to a recruiter who really understands your job and who will be able to guide you towards the offer that best suits you. The right profile for the right offer and not a profile for all customers, that is the vision of a good headhunter.
How do you choose your recruitment partner?
Sourcing, hunting, recruiting, success, installments, or even three thirds, it is sometimes difficult to sort through the multitude of recruitment agencies on the market. First of all, everything depends on your needs and the importance of your recruitments.
If you are looking for a profile with high added value, we advise you to go to a firm specialized in the function or sector of your search. This will allow for greater expertise and to reassure candidates about the professionalism of the recruiter.
When it comes to settlement, successful payment can present a risk. Indeed, successful firms sometimes tend to massively disseminate profiles among all their clients to increase the chances of investment. This can therefore create interference and slow down your recruitments. A firm that pays down payments or three thirds will prefer to create a relationship of trust and will take the time to understand the needs and challenges of client companies in order to offer relevant and personalized profiles.
As you will have understood, the importance of hunting in recruitment, especially for strategic functions, is well established. Discretion, responsiveness and performance are often the key words of a good headhunter to help you successfully carry out your most complex recruitments.
If you want to know more, talk to our experts now!
