From the Recruiter’s Perspective: Common Myths About Headhunting Debunked
The headhunting landscape is shrouded in misconceptions, and these myths can leave businesses unsure of headhunting practices and their implications.
You're in the right place, though.
In this article, you will uncover truths behind common headhunting myths, learning about:
The actual cost implications.
The ethical standards and confidentiality practices.
The real impact of headhunting on passive job seekers.
Keep reading to demystify these headhunting myths and gain valuable insights to empower your decisions.
1. Myth: Recruiters are never free
Grain of Truth: This myth likely originates from the fact that headhunting services have significant fees, especially for high-level positions. Usually, headhunters charge between 25% to 35% of the candidate’s first-year salary as a fee.
Also, data suggests that the average cost per hire has increased from $3479 in 2012 to $4700 in 2022.
Reality: In reality, some recruiters offer free services, such as consultations. They receive payment after each successful hire, on a commission basis. Other recruiters may be full-time hires and receive a salary. Besides, recruiters are free for job seekers.
Their fee is often a percentage of the hired candidate's starting salary but is paid by the employer. For companies like yours, while there is a cost involved, the value lies in gaining access to a pool of qualified, vetted candidates, saving time and resources in the long run.
Kate Lewis, founder of Connections Consulting Partners, explains this process.
Avoid the worst scenario: Discuss pricing plans with different headhunters and ensure their requirements align with your budget.
2. Myth: Headhunters poach the candidates back from where they hired them
Grain of Truth: This belief might stem from the headhunter's ongoing relationship with various talents in their network, which could be misconstrued as an intent to re-recruit candidates they've previously placed. Also, even the term “headhunter” may have a negative connotation to it compared to recruiter.
Reality: Professional headhunters adhere to ethical standards and contractual agreements that should include non-poaching clauses. These standards prohibit them from re-recruiting candidates from a client organization for a specified period.
Headhunters are specialized in specific industries, focusing on filling niche or high-priority roles. They often work in urgent hiring situations and target passive candidates who are not actively job hunting. It’s all part of the headhunting psychology. However, recruiters have a more general role and don’t work just in urgent hiring scenarios.
This difference most likely makes headhunters more incisive and creates a bias against them as people who don’t back down from using shady recruiting methods.
However, a solid headhunter’s reputation relies on trust and long-term relationships, both with clients and candidates. Poaching would undermine these relationships and their professional integrity.
Avoid the worst scenario: Draft a clear contract that includes non-poaching clauses.
3. Myth: The primary goal of a headhunter is to fill the position quickly, regardless of candidate fit.
Grain of Truth: The urgency of filling a vacant position, especially in critical roles, can sometimes create a perception that speed is prioritized over fit.
Reality: Quality headhunters know that their success and reputation depend on finding the right candidate, not just any candidate. A great match ensures measurable long-term success for both the job seeker and the company, which is ultimately more beneficial for the headhunter's business. A thorough vetting process, understanding of the company culture, and candidate aspirations ensure a sustainable placement rather than a quick fix.
According to Kat Warboys, marketing director for APAC at HubSpot:
“Culture is to recruiting as product is to marketing.” - Kat Warboys
Avoid the worst scenario: Vet different headhunters and choose one who aligns with your values.
4. Myth: Headhunting is just about networking, not actual talent scouting
Grain of Truth: Networking is a visible part of a headhunter's role, leading to the assumption that it's the entirety of their job.
Reality: Networking is crucial. However, headhunting also involves in-depth research, understanding industry trends, and identifying passive candidates who are not actively seeking new opportunities but are the right fit for the role.
In fact, passive candidates—those not actively job-hunting—constitute around 70% of the global workforce, making them essential for filling hard-to-hire roles.
Here’s a breakdown of passive candidates by job level:
That said, headhunting is a blend of interpersonal skills, market knowledge, and strategic talent scouting far beyond just networking.
Avoid the worst scenario: Ask the headhunter how they conduct their headhunting and vetting process. Ensure they tick all the boxes, from research to passive candidate identification.
5. Myth: Candidates placed by headhunters are always more expensive
Grain of Truth: The fees associated with headhunting services might suggest the candidates they source command higher salaries.
Reality: While headhunters aim to secure competitive compensation for their candidates, their primary goal is to find the right fit. The salary generally aligns with industry standards and the candidate’s experience level.
The value for your company comes from hiring a thoroughly vetted, highly suitable candidate, which is often more cost-effective in the long run. Besides, some recruiters can help companies and employees negotiate offer letters and even compensation, thus reaching a mutually beneficial solution for both parties.
Avoid the worst scenario: Interview different candidates and be flexible in your salary negotiations.
6. Myth: Headhunters take a one-size-fits-all approach to recruiting
Grain of Truth: The standardized processes in recruitment might be mistaken for a lack of customization.
Reality: Experienced headhunters tailor their approach based on the specific needs of the client and the nuances of the role. They consider company culture, specific job requirements, and the candidate's career aspirations and skills, ensuring a bespoke match rather than a generic fit.
Headhunting best practices include deep research, professional communication, follow-up and verifications.
Avoid the worst scenario: Provide all details about your company culture, job requirements, and necessary skills. Ensure your headhunter takes an inclusive recruiting approach.
7. Myth: The headhunting process is invasive and disrupts current employment
Grain of Truth: Reaching out to potential candidates who are currently employed and not actively job-seeking can be perceived as intrusive.
Reality: Professional headhunters are skilled in discreet and respectful engagement, ensuring no interaction jeopardizes a candidate's current position. They usually engage candidates through confidential channels and meetings, often outside regular working hours, to maintain discretion.
Here’s how that process unfolds:
This discreet approach is key in maintaining the delicate balance between exploring new opportunities and respecting the candidate's current role. Skilled recruiters also schedule conversations at the candidate’s convenience and provide comprehensive information to allow informed decision-making.
Avoid the worst scenario: Choose a reputable headhunter known for ethical practices and respect for confidentiality to ensure a smooth, non-intrusive recruitment process.
8. Myth: Headhunters don't maintain confidentiality
Grain of Truth: The public nature of some recruitment processes can lead to this misconception.
Reality: Confidentiality is a cornerstone of the headhunting profession. Both client and candidate information is handled with utmost discretion. Breaching confidentiality would damage their credibility and trustworthiness, which are vital for their success.
According to experienced recruiter Katia Bishops, transparency in recruitment is a practical action guide. When navigating confidential searches where the client's identity cannot be disclosed, Bishops suggests focusing on intangibles such as the company's culture, client’s successes, growth opportunities, and employee development. The key is to leverage the entirety of interactions with the client without breaching confidentiality.
”As a recruiter, transparency is not just a value I hold in high esteem it’s also a call for action, a guideline I follow in each interaction with clients and candidates alike.” - Katia Bishops
Avoid the worst scenario: Ask your headhunter exactly how they plan to ensure your confidentiality throughout the process.
9. Myth: Only desperate candidates use headhunters to find jobs
Grain of Truth: The idea that job seeking through a third party indicates a lack of options might contribute to this myth.
Reality: Many high-caliber professionals prefer headhunters for their job search due to the personalized service, access to unadvertised opportunities, and strategic career advice they offer. It’s a proactive career move, not a sign of desperation.
According to Glen Cathey:
“Sourcing and finding people is the most important. You can’t recruit, message, or network with someone you haven’t found.” - Glen Cathey, SVP Randstad
Avoid the worst scenario: Vet every candidate’s references to ensure they would fit your company well.
10. Myth: Headhunters lose interest in the client and the candidate once a position is filled
Grain of Truth: The transactional nature of some recruitment services might give this impression.
Reality: Building lasting relationships is key in headhunting. Many headhunters follow up with the client and the candidate post-placement to ensure a smooth transition and long-term satisfaction, often leading to future collaborations. Their commitment extends beyond just filling the position.
It doesn’t take much to make a difference — research has found that when candidates are invited to provide feedback after the interview, they are 65% more likely to refer others.
Avoid the worst scenario: Choose a solid recruiter and then give them your trust. This trust enables the recruiter to do their job, and it lays the foundation for a long-term partnership.
But also make sure they implement the right headhunting techniques:
Wrapping Up
In this article, we've debunked common myths about headhunting, revealing the realities behind each misconception from a recruiter's perspective.
Understanding these truths about headhunting can significantly enhance your recruiting experience, leading to more informed decisions and successful outcomes.
Remember, to navigate the world of headhunting successfully, choose a reputable recruiter who values transparency, ethical practices, and a tailored approach for your company.
