Comments - Headhunters - Valuable resource? - RecruitingBlogs2024-03-19T10:16:42Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1580949&xn_auth=noVery good post. I hope you do…tag:recruitingblogs.com,2012-07-19:502551:Comment:15814982012-07-19T15:49:45.293ZCora Mae Lengemanhttps://recruitingblogs.com/profile/CoraMaeLengeman
Very good post. I hope you don't mind -I shared it on my LinkedIn profile.<br />
Patricia, I agree another great reason for using a headhunter is the personal story we can relate regarding the client and find a good cultural match. Warm bodies who can add and subtract are OK at the lower levels but as you move up the career ladder leadership skills and cultural fit make all the difference.
Very good post. I hope you don't mind -I shared it on my LinkedIn profile.<br />
Patricia, I agree another great reason for using a headhunter is the personal story we can relate regarding the client and find a good cultural match. Warm bodies who can add and subtract are OK at the lower levels but as you move up the career ladder leadership skills and cultural fit make all the difference. Good post but I think you are…tag:recruitingblogs.com,2012-07-19:502551:Comment:15814022012-07-19T15:18:00.093ZPatricia Morrisonhttps://recruitingblogs.com/profile/PatriciaMorrison
<p>Good post but I think you are still selling yourself short. In addition to being a valuable source of industry information and news; we also provide a personalized branding for the client representing their company and benefits. If the client is only interested in filling the position with a qualified candidate then they should use HR and job boards. If they are interested in searching for an employee who is not only qualified but a fit culturally with matching values and brings a proven…</p>
<p>Good post but I think you are still selling yourself short. In addition to being a valuable source of industry information and news; we also provide a personalized branding for the client representing their company and benefits. If the client is only interested in filling the position with a qualified candidate then they should use HR and job boards. If they are interested in searching for an employee who is not only qualified but a fit culturally with matching values and brings a proven track record of accomplishment to the table; then they should hire a headhunter. Maybe the complaining client should take a look at what else his company is offering potential candidates. If all he has to offer is more money, than he is lacking in other areas and probably burning through people quickly.</p> Chris
Great post - altho give…tag:recruitingblogs.com,2012-07-19:502551:Comment:15810922012-07-19T14:35:29.934ZMike Hardhttps://recruitingblogs.com/profile/MikeHard
<p>Chris</p>
<p>Great post - altho given that this site is probably the widest read forum for third party agencies I think you'll have several that agree. Headhunters/agencies are critical parts of the recruiting ecosystem. In the US alone companies spend between $5-8B/year on contigent fees alone. It's common for US companies to send 3-5% of thier open roles to search, a percentage that is much higher in many countries outside the US. HR will do this for a variety of reasons: lack of a network…</p>
<p>Chris</p>
<p>Great post - altho given that this site is probably the widest read forum for third party agencies I think you'll have several that agree. Headhunters/agencies are critical parts of the recruiting ecosystem. In the US alone companies spend between $5-8B/year on contigent fees alone. It's common for US companies to send 3-5% of thier open roles to search, a percentage that is much higher in many countries outside the US. HR will do this for a variety of reasons: lack of a network of candidates for a specialized skill, the need to get a highly qualified candidate fast, all of the above. Whatever the reason, it's clear that companies use "search" as a critical source of talent IN ADDITION to other direct sources like job board, linkedin. </p>