Why Headhunting is expensive

The hiring process has become complex. The Post and Pray age-old strategy is no more effective. Posting a job and waiting for the desired potential candidate to apply is not a smart move. This is where the role of headhunters comes in. Headhunters are specialized recruiters looking for the most powerful profiles such as CEO, Executives, Managers and Vice Presidents to fill the positions of the hiring company. The process involves the investigation of High Profiles, the market analysis of the competition, reaching potential and passive candidates, the power of conviction and the hunting of the potential candidate.

Specialization:
Headhunters are often specialized in certain industries. They move in a small circle but with specific people from the industry in question. Headhunters are generally hired for the higher specialized roles. Recruitment agencies to have specialized headhunters in a certain field (marketing, technical). They have a huge database of candidates and can easily filter the required candidate. Their specialized search for candidates is one of the reasons for their high fees. They can be a better matchmaker between a job applicant and a recruiting company. Therefore, the probability of finding the right candidate increases.

Industry knowledge and exclusive reach:
Unlike the internal recruiter, headhunters may not have enough knowledge about the internal structure and workflow of the hiring company, but they have a clear idea of ​​the industry and hidden talents. Some headhunters who are part of the recruitment agency may work for different companies. They can get a better idea about the current and future business status of the competitors. They are directly approaching the competition’s star employees, high-profile executives. Headhunters can have genuine relationships with a huge database of candidates and an exclusive focus on top executives. Headhunters identify suitable opportunities for potential executives who might not otherwise be as easy to convince and explain the opportunity to. They are aware of even those passive job seekers who are not openly looking to move on.

Research and high profile database
The high fees for headhunters reflect the time and research they put into collecting the gems from the talent pool. They conduct market research through various mechanisms, including their personal resources, professional and social networks, and their huge database of potential candidates. Using these resources, they match the candidate’s specifications with the available opportunities. After filtering the candidates, only the most suitable and competitive ones are presented to the companies. Before presenting the final candidates to the hiring company, the headhunters verify the professional and personal data provided by the candidates. Headhunters’ research process also includes verification. That’s why they are expensive. From the search for candidates to the presentation of the final candidates to the company, the process involves great responsibility, consumption of time, energy, resources, communication skills and power of persuasion.

worth the cost
The consequences of not hiring the right candidate can be a huge loss of productivity. The bottom line is not compromising company standards, employee performance, and customer satisfaction. Lowering the standard is not the ultimate solution. Headhunters claim to be less expensive than the potential loss of hiring the wrong candidate. Recruiting the wrong candidate can result in a loss of 10 times the headhunting fee. While headhunters only get paid for successful recruitment, which certainly cannot be fruitful without headhunters’ research, resources and dedication. There is a misconception among many job seekers that it is a paid service for job seekers too, which is why many job seekers avoid approaching them. The fact is, getting on the headhunters list can land you every possible opportunity at no cost. The cost is paid by the company.