For too long, the terms “headhunter” and “recruiter” have been used interchangeably. There is a difference. In-house recruiters are often responsible for filling positions in every department, leaving them without in-depth knowledge of any particular role. This lack of knowledge makes it difficult to determine if someone is a suitable candidate, especially in high-tech industries. This can result in hiring managers spending time interviewing candidates that lack the requisite knowledge or skills to be successful in the role.

A true headhunter serves as a strategic business partner for firms looking to fill professional and executive-level positions. Key reasons headhunters are a valuable resource include Savings, Quality and Increased Efficiency.

#1: Savings 

Hiring an in-house recruiter is an expensive undertaking. In addition to a base salary, in-house recruiters typically receive the same benefits as other firm employees, increasing their total compensation costs. In-house recruiters also need their own office space and supplies, resulting in increased overhead expenses for their employers. Using a headhunter reduces overhead expenses and makes it easier to identify the most talented employees in an industry.

Headhunters are independent professionals. There is no need to provide a comprehensive benefits package or assign office space. Using a headhunter eliminates the stress and expense of searching for candidates, reducing the amount of time it takes to fill key positions. While headhunters do charge for each successful placement, it is significantly less expensive to pay a placement fee than it is to employ a full-time, in-house recruiter.

Firms also save time on the following activities:

• Advertising the job opening

• Screening résumés

• Conducting preliminary interviews with unsuitable candidates

#2: Quality

Unlike in-house recruiters, headhunters are paid based on their results, so they have more of an incentive to identify highly qualified candidates for each job opening. Using job descriptions provided by their clients, headhunters go out of their way to find candidates who meet as many of the requirements and desired qualifications as possible. As a result, firms are able to hire skilled employees at a fraction of the cost of working with an in-house recruiter.

#3: Increased Efficiency

In most organizations, the initial stages of the hiring process are handled by an in-house recruiter instead of the hiring manager.

Specialized knowledge and a strong network of contacts make it possible for headhunters to fill open positions without wasting a firm’s time on candidates who do not have the right combination of skills and knowledge. Headhunters typically specialize in filling roles in one or two industries. Headhunters also use their contacts effectively, enabling them to identify top talent within their areas of specialization. They are able to find candidates who have what it takes to succeed and not simply match job description requirements.

The Bottom Line 

Jaalanai headhunters use their industry expertise and network of contacts to find highly qualified candidates to fill professional roles and executive positions resulting in tangible cost savings as well as increased efficiency, productivity and quality.

Headhunters are able to identify the most talented employees in a particular industry, thereby giving their clients a competitive advantage with respect to candidates’ knowledge, skills and abilities.