Full Value Recruiting
Let’s face it, there’s a reason my boss doesn’t like me referring to myself as a headhunter… There are so many negatives associated with the term and the profession that you can’t blame him for preferring I use the kinder, gentler term “recruiter” instead. A profession which has decided to grab its name from such a horrid past, certainly is not one to be trusted. Companies, I think, have done an excellent job of distancing themselves from this connotation by transitioning towards the term “recruiters” and, more recently, going instead with such terms as “Talent Acquisition Managers.” I think this is for good reason. There are those among us in the business world who feel the world is becoming a smaller, more interconnected place. I cannot disagree. The implication of this, of course, is that people and businesses are relying more and more upon contacts external to their organization or social groups for assistance in a variety of avenues. We certainly aren’t seeing widespread, vertical integration and I hesitantly presume going forward that we never will. While companies may not necessarily align themselves and become information sharing allies with their immediate competitors, it certainly isn’t unreasonable to expect that, if you aren’t already, you certainly may at some point have to call upon someone in your competitors vertical supply network for assistance. Consider the implications then, of the retail company which has an immediate need for an experienced Executive Assistant within their organization. Certainly this person would need to have the EA and Personal Assistant background, but also would be responsible for various other projects as they came about. This requires, then, a background in retail operations and strong knowledge of the industry. As “Talent Acquisition Managers” there are certain restrictions on acceptable activities and reasonably expected results.
First, given the fact that you are likely looking for the best possible candidate available, it is reasonable to expect that this person’s current employer would never consider letting him or her leave the organization; therefore, job postings likely won’t work because they are, at the very least, not checking the job boards often enough to consider that they would notice and respond to your advertisement. Basically, your ideal candidate isn’t scouring the job boards because, instead, they’re actually working.
Second, given the fact that you probably aren’t members of the same social circles, you likely aren’t aware of who may be ever so slightly interested in moving on to another organization. Want proof? How many people in your organization do you know that might be willing to leave? How many people do you think there actually are?
Which leads to the third point, if you were quietly considering in the very back of your mind moving to another organization, would you really be inclined to send your resume to an ad you saw on some job board? Remember, we’re talking about a position in the same market as the one you’re currently in. I don’t think so. The interconnectedness of today’s market simply makes it impossible to ensure enough privacy to remain confident in your own job security. Loose lips sink careers, after all.
For this reason, despite the negative connotations associated with the profession, recruiters *ahem headhunters ahem* will continue to provide a valuable external resource to even the best HR department. The ability to provide a candidate with information on a job that is currently available, and offer complete privacy throughout the process is a powerful tool. Add to this the fact that I can keep the company name private during these phone calls and there is a virtually complete avoidance of negativity surrounding the infringing company.
Are there negative aspects to the process? Sure. But I can deal with those counseling expenses on my own time. In the meantime you can remain XYZ Company who just landed the incredible resume of Jane Doe. No really, that’s her real name…
