When companies need to fill a key role within their organization, many look to outside resources for help, yet, most aren’t sure whether they need the assistance of a headhunter vs recruiter.
While these two terms are often used interchangeably, in reality, they are quite different. In this post, we’ll outline some of the critical differences between the two.
Headhunters - When you need to find someone fast
Headhunters are often hired by a company to fill one particular, hard-to-fill position. When that role is filled, the headhunter may or may not work with that client again. Headhunters work on a contingency basis and often have a greater incentive to find jobs for their clients. They are incentivized differently and paid by either the company or the job seeker looking for work.
For some companies who need straight-forward positions filled as quickly as possible, headhunters are a viable option. For some, working with a headhunter may not be the best option based on individual and company goals.
Many organizations tend to reach out to a headhunter as a last resort and misaligned expectations or urgency to fill the position may overly fast-track the hiring process, which can result in a hire or placement that may not be the best fit.
If that feeling of urgency communicated by the company rubs off on the headhunter, they may be incentivized to jump head first into finding a candidate without taking the time to learn as many details as possible about the role and the company’s ideal candidate to fill it. They then may speed through the vetting process and present a list of candidates that may qualify on paper, but may not have had their soft skills adequately evaluated for cultural fit in the workplace. In the end, this rushed process can leave both the company and the job seeker frustrated and unhappy with the result.
Recruiters - When you want to find the best fit
Recruiters tend to hire for many different roles all at once, often with overlap in the skills required. Recruiters typically have a broad industry specialty, such as technology, finance, human resources, or engineering. Recruiters usually have more extensive networks than headhunters who tend to be self-employed consultants who take on jobs on a case by case basis.
Whether you’re looking to fill a brand new position or replacing an employee, recruiters, like Sparks Group, work as a strategic partner with companies to help provide additional resources and execute some of the key steps throughout the hiring process.
Staffing companies and recruiters often work to vet candidates and make sure they are a good fit, both technically and in the overall company culture, before sending the candidate on for an interview.
The best recruiters and staffing agencies aim to build long-term, lasting relationships with their clients to embed themselves in the client’s work environment and understand their hiring needs so they can develop a personalized talent acquisition strategy.
Therefore, recruiting agencies are frequently contracted by companies to fulfill all the hiring needs across all their departments and divisions.
Headhunter vs recruiter - Which one is the best option for you?
Both recruiters and headhunters work with companies to handle their hiring needs. The differences tend to lie in the type of work they take on and the tools and resources they have at their disposal.
While working with a headhunter has its benefits, and may be a good option for companies who need to fill a role fast, there are often a handful of things about the candidates that a company may not be told. Therefore, it’s important to do some extra due diligence about the applicants presented to you in order to make the best hiring decision for your organization.
If you’re looking to form a strategic, long-term relationship that will take your hiring outcomes to the next level long-term, a recruiting agency, like Sparks Group, is your best bet.
To learn more about Sparks Group or partner with us for your next great hire, schedule a free consultation today.