If an organization is relying on
headhunting recruitment to expand its team, it needs to be aware of all the
benefits and drawbacks so that it can make a balanced decision, according to the
work culture and environment.
Let's look into their benefits and drawbacks:
Knowledge about the market
An ideal headhunting firm has its ear on the ground. They are
very informative about the current condition of the job market. A few of the
headhunting firms are specialized in one or a handful of industries. Hence, in
comparison to an in-house recruiter, they are better placed in finding a
compatible candidate for a job role and that too in a short span. They could
prove to be quite beneficial for small and medium enterprises as they have
limited resources within their hands and hence need to spend those on quality
services. The exposure to a new market is full of challenges for these SMEs
firms so these agencies could prove to be an invaluable asset to them.
Headhunting firms are
driven by results
The headhunting firm aims at matching an opening with the
applicant best qualified to do the job in the present situation. Headhunters
browse dozens of CVs keeping in mind the job description. After keenly going
through them, the most promising candidates are called up for further process.
After going through various rounds of interviews, they expose only the best to
their clients for the job role their client is looking for. So they are driven
to give the top results to their clients.
STRONG NETWORK OF
PROFESSIONALS
It is not just that headhunters keep reviewing resumes all day
long. Even though it is an essential part of their job but they also are keen
on building their professional networks. For this, the recruiters go to various
conventions, workshops, seminars and other events that could help them building
or expanding their network. Due to this exposure, they are continuously meeting
people of different mindsets and keep adding them to their lists. But this is a
long process, so experienced companies have an edge in this as compared to the
fresher in the market.
QUICKER TURN AROUND
Whenever an organization thinks of expanding their team, it
would generally due to some new projects at hand. It will require them to
multi-task, hence handling the task of recruiting to headhunting placement
companies will allow the managers to focus more comprehensively on the
projects. Even, filling a vacating space is easier for a recruitment firm in
comparison to an in-house team as they have more resources and experience at
their end.
Poor
initial training
Organizations hardly look for the training of their new hire. It
takes around 6 months before an organization begins to see the results from
hiring a new person. So before picking up a firm, research into the way, they
train the recruits. If your recruit feels ignored and isolated within a few
days or weeks of his joining, there are very high chances of him/her leaving
the firm at these initial days.
Working
in the wrong function
Recruiters are not the masters in each sector. Each of the
recruiting firm has their mastery in two or three sectors. So if your resources
are aligned towards the wrong sector it would be hard for the firms to deliver
results. If a sector particularly niche and requires a lot of quality contacts
such as the executive search and allocating it to a newbie in the market could
prove to be harmful for the firm. Since executive recruiting is different from
generalized one and requires specific skill and knowledge. So be careful while
allocating sectors to a recruiting firm.
Although there are no such drawbacks in hiring firms headhunting
jobs, it’s just that organizations need to be cautious while selecting the one
as each firm has their own strong and weak points. Choosing the one that meets
your requirement at best, could prove wonders for your business.
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