Dear Job Doctor,

Why do companies hire a headhunter?

Many companies do a very good job at recruiting for themselves. Thankfully for my profession, there are a number of generic and specific reasons that a company will hire a headhunter.

First, there is the question of time. Searching, identifying, selecting and engaging talent is a very detailed, important and time intensive procedure--as many as 30 complex steps to successfully complete. Further, an unexpected employee resignation may create a critical commercial pressure that reduces the time-period to find a new employee. As a result, many companies simply don’t have the time or in-house resource to deliver comprehensive recruitment solutions on top of their day-to-day activity.

Secondly, to ensure a successful identification, selection and engagement of a new employee, a thorough understanding of the recruitment process is required. The identification process requires knowledge of the market and sophisticated techniques--not just advertising--to identify, attract, and create an interest and contact. The selection process requires an understanding of the possible outcomes of a recruitment process and the skill of a recruiter lies with understanding the ones that are the most difficult to determine. The engagement process will go smoothly if the selection process has been perfectly executed. Among other things, if the interviewer has not uncovered true motivations of a prospect leaving their current role, or has mismanaged expectations, the candidate is unlikely to accept an offer.

A third party approach may be needed when the role requires a high degree of confidentiality; if they wish to replace a current employee, or the company has identified key individuals in other local companies. The company may wish to keep a professional distance in case the outcome after the interview is negative or of it would compromise the business relationship between companies if specific approaches were made. The headhunter thus provides a confidential buffer and prevents any potential damage to existing relationships.

Finally, many companies will utilise their own network when searching for staff or run advertisements seeking highly specific skill sets. However the company may exhaust their own network; they may need particular skills which their own network does not cover; or the media they choose to advertise in may not reach the relevant specialists. On these occasions, they are likely to engage the super-connected recruiters who can deliver a tailored message to a much wider audience or a specific marketplace.

A competent recruiter can also manage any negative perceptions potential employees may have of an organisation, who without this interaction would not apply directly. 

Darren Robinson is managing director of Badenoch & Clark Luxembourg, the largest staffing and recruitment firm in the Grand Duchy.

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