If you want to get the best possible return on your investment in a headhunter and the individual you hired, you need to continually assess their performance and fit within your organization
Not sure if you need a recruiter to help you hire top talent? Many companies are wondering the same thing. Is it worth the investment? Will they be able to improve my hiring process? Can they find the candidates I want to fill job openings? These are all common questions companies struggle with when thinking about hiring a recruiter.
There is no question that LinkedIn is an effective way to connect with other like-minded business professionals – What it is NOT, is a replacement for hiring a recruiter.
You have to know how to tell the good recruiters from the bad ones, before you link up your brand with a recruiter’s brand. The following provides you with a number of signs to watch out for when comparing recruiters.
Understanding how to work with a headhunter will not only improve the efficiency of the process, it will also ensure you find the right person for the job – reducing the odds of having to repeat the process again a few months down the road.
“What exactly is it you headhunters do? Is IQ PARTNERS like a staffing agency? Can you get me a job?”
I get these questions a lot, and I understand why – there is some confusion around how the recruiting process works.
To clarify what we do, I’ve provided a 16 step checklist to take you through the entire recruiting process from start to finish.
Hiring managers have lots of options when it comes to finding top quality talent. You can leverage your personal network, employee referrals, social media (LinkedIn), online job boards, using HR, and of course… an excellent headhunter.
To help you decide, keep in mind that 2 things will never change:
1) The best candidates are not “looking” for a new career;
2) A poor hire is extremely costly to your organization.
… So you’ll need to invest some resources, whether they be time or money. Here are 3 points to consider when deciding, “should I hire a headhunter or just use HR?”
With so many search firms of all shapes and sizes out there (global or independent; retained or contingent) selecting a partner to help fill a critical vacancy can be challenging. However, there are simple questions you can ask a potential recruitment partner to help ensure a successful search.
Last year, my colleague Carly-Anne Fairlie wrote Top 5 Myths About Headhunters/Recruiters, where she deconstructed popular myths held by job seekers about working with a headhunter. In this blog, I will look at the issue from a client’s point of view, tackling some preconceived notions (some true, some not) about working with headhunters.
