Are you struggling to find the right professional employees to fill out your ranks? Is your HR department drawing a blank when you say you need more expertise in a department? What if an outside party could step in and scout the right candidates for your HR department to vet?
If so, recruitment consultants might solve your problem. When you’re ready to learn what roles these consultants play, so you can determine whether they’re right for you, read on.
What Are Executive Recruiting Consultants?
Your human resources department interviews and vet interested applicants who send their CVs to your company. But what if they don’t have any CVs for qualified applicants? How do they obtain them?
That’s the role of a headhunter. It’s his job to seek out qualified employees who might share an interest in your job and your company. Such candidates often hold jobs at businesses like yours.
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It’s the headhunter’s job to perform this specialist recruitment.
- Find qualified candidates
- Introduce the topic
- Sell them on the idea
Headhunters are both your scouts and your salesmen. They scour the web and meet with potential candidates face to face. Then they use a modified sales funnel to generate interest in your position and business.
If you agree that a candidate would be a good fit, it’s the headhunter’s job to overcome the candidate’s objections. After that, it’s time for the onboarding process.
Qualifications for Recruitment Consultants
Though headhunters are primarily salesmen, they must understand the basic precepts of business to perform their jobs adequately. That’s why recruitment consultant jobs typically require a bachelor’s degree in human resources or business.
As is usual, interviewers give degrees from the highest-ranking business schools the most weight. As such, a recruitment consultant salary for someone with a Stanford business degree would be higher than one from UC Davis. It’s thought that this has less to do with business acumen and more to do with intelligence.
Remember, great headhunters must be great salesmen, not necessarily good businessmen.
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Experience is Crucial
In most jobs, experience counts, but it’s crucial for headhunters. One of the primary reasons is that it saves you time.
They understand the process inside and out. They know where they can get away with taking shortcuts. They know where to look and what to avoid.
They also have a long client list. Like realtors, headhunters are in the business of connecting interested parties. With realtors, it’s buyers and sellers, but with headhunters, it’s employers and employees.
Headhunters with longer client lists can connect with people more quickly because they know more people. They have a larger pool from which to pick. That includes potential candidates and employers alike.
What’s Next?
So, headhunters, aka recruitment consultants can help fill your ranks, but when is it the right time to use one? Start by looking at the positions you need to fill and your HR department. If those positions require specialized degrees or training and your HR department isn’t having luck, a headhunter is your best bet.
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