The difference between mass-recruiting and executive search, and why it's good, that both exist, but be careful of mixing them up
Go to Podcast !
Recruiting, headhunting and executive search are still cooking with the same water worldwide, but on different floors, with different timelines and quality levels.
All fill positions, all make clients happy, if they understand their profession in a successful way, but there are differences, which are sometimes not obvious for everybody, especially in times of knowledge-decline, price-dumping and job-slavery for profit only-goals.
I my, maybe old-school headhunting way, I work since 17 years on, quality, technology, knowledge, deadlines and grown-relations are the most important about headhunting. Sometimes I have the feeling, that we forgot, that a good cake or roast needs a least 1-2 hours or more in the oven, but when you want them ready in 5 minutes, you only can buy fast-food or you eat raw meet. Good things need time and you will be rewarded in the end with a good taste.
Nice to say that, but clients are mostly impatient and your boss too, so what to do ?
The only reason to succeed on both fronts is to make both understand the way, how real headhunting works, that they can have the best taste of candidates in the end, instead of eating raw-client-meet and get angry, why you serve raw meet to them.
The key indicators for mass-recruiting recipe:
The key indicators for executive search:
The challenge of today is, that both recruiting styles get mixed up for price dumping reasons, or because of mass-recruiting companies wanted to enter the executive search market as a new playground. Sometimes it works with a lucky-punch to fill a CXO position in a fast way, but mostly you get the raw meet / cake, which was 5 minutes in the oven and taste like that.
For companies it's a short shot, because the position got filled in fast time, but then there are performance and cultural problems with the new candidate, which can cost a company 10 times more, than a 30 k € fee for a 2 month search, which is not much to handle the process of Nr. 3 I mentioned above.
In the end I just can admit, that own experience in the business is the best way to understand all headhunting processes, than just from theoretical and visionary way, because grown relations and best practices makes will ensure your success to satisfy clients and candidates, which is our highest aim. You can't this without time and skills.
Recruiting and Executive Search are 2 different things(maybe a bit like father and son), but don't mix it up, it can be a boomerang, who kills you and your client.
Thank's and good morning from Vienna !
www.breadhunter.org / www.talentor.com
Picture source: http://mixthatdrink.com/gift-guide-cocktail-lovers/
Thomas Zahlten is