Last week’s Social Recruiting Conference hosted in London provided another opportunity to learn about new and innovative ways companies are recruiting. However in this case one of the most interesting recruiting examples I came across stemmed from a conversation I had while having coffee before the event kicked off.
I was talking with a couple of guys who worked as part of the in-house recruitment function at a large brewery company. What was unique about their roles compared to many other companies and clients I’ve spoken to and worked with, was that they were actual headhunters. They researched, sourced, contacted and sold candidates on the benefits of working for their company.
Most in-house recruiters I’ve come across help to attract staff directly via more passive means such as advertising. I’ve had meetings with clients who have told me they know the exact people they would like to hire/approach from competitors, but did not feel it was ethical or appropriate to contact them directly. Indeed the headhunters I spoke to also mentioned that to begin with their management were not comfortable with their approach; once they begun hiring top talent from their competitors however, the resistance diminished somewhat.
So in summary I’d be interested to hear your thoughts or opinions on the use of in-house headhunters. Do you share the opinion of some direct employers that it’s unethical? Or do you think it’s a function of in-house recruiting that will grow in the future?
Please explain the career upside for a successful recruiter to go in house and work for a Fortune 500 besides exposure to systems and processes not typically seen in recruiting firms? I'm curious.
Hi Bill ... Perhaps left for another question my point to CB was that Publicly Traded Companies will not allow Recruiters to apply direct headhunting skills when sourcing candidates .. I have taken on enough contracts to know that.
Now the question on upside for moving from an Agency Recruiter to going in-house .. Some folks want stability Bill ... I love my independence but I have seen successful TPRs make the move to the other side ... I have the lucky rare opportunity as to the way my firm is positioned to stay on the outside and take on Contract Assignments from time to time when Clients get stuck -so I understand both worlds ...
Most Agency recruiters would die with the processes a Fortune 500 Company would throw at them when 90% of the work has nothing to do with recruiting ... But hey that's just my experience ..