Imagine this. When you want a great company web page, do you do it yourself if you are not a web designer? Logic tells you that it would be more cost-effective and you will get an excellent web-page by using the experts. Prudent companies use the services of external professionals to give them the best results.
Headhunters should be viewed in the same light: as skilled specialists who can identify the best executives to fill an important position on the management team. When you are trying to recruit top talent, one of the best ways is to use a good headhunter who will provide you with the best candidates.
Using the services of a headhunter is ultimately more expedient, efficient and effective then trying to do it yourself. Headhunters provide strict confidentiality, a valuable and extensive network of contacts, objectivity in candidate evaluation, and negotiation experience and expertise.
Headhunters observe strict confidentiality. Organizations with an opening in their executive ranks are vulnerable. Whether for an existing position to be filled, or a position newly created by downsizing or market opportunity, the hiring process must be strictly confidential.
Confidentiality can keep competitors from being tipped off to management shake-ups, new product and market initiatives, and can protect against employee, stockholder, and supplier apprehension. Search consultants value the highly sensitive information they become privy to during the search process. They are acutely aware and respectful of their client's vulnerability.
Headhunters can tap into a global network of contacts. Top notch executive talent is a scarce commodity today. The limited contacts of in-house human resource departments cannot compare with the wide net cast by a headhunter's network. (An international search especially calls for the capabilities of an international executive search firms.)
Usually, the best candidates are gainfully employed; many will deal only with a recruiter. They appreciate the worth of third party representation, confidentiality and professional mediation. Recruiting superior candidates is intricate and best performed by a discreet professional.
Headhunters bring objectivity and feedback to management. Executive search is a time-consuming, sensitive process. Recruiters can help clients evaluate their expectations, review relevant organization structure and reporting, and define a realistic profile and compensation package for the open position. Search consultants provide objective feedback on the candidates and advice to the client. As experts in research and reference checking, search firms can glean significant information from even reluctant reference-givers.
Headhunters are cost effective. The benefit of using a headhunting firm can be weighed against the cost of preparing and executing an advertisement / recruitment campaign, screening and qualifying candidates, operating without a needed employee
for an extended length of time, compared to the relative insurance of getting the right person for the job. The use of headhunters is an investment in improving the quality of managerial might. But even beyond that, the risk to not use executive recruiters is too great. For smaller companies - in which one hiring mistake can have disastrous results - using headhunters is sometimes more important than for corporate giants. Hiring an incompetent employee who makes bad decisions can cost a company millions - or its very existence. More than ever before, executive talent is at a premium and can make or break the fortunes of a business. Headhunters can deliver the best.
Headhunters should be viewed in the same light: as skilled specialists who can identify the best executives to fill an important position on the management team. When you are trying to recruit top talent, one of the best ways is to use a good headhunter who will provide you with the best candidates.
Using the services of a headhunter is ultimately more expedient, efficient and effective then trying to do it yourself. Headhunters provide strict confidentiality, a valuable and extensive network of contacts, objectivity in candidate evaluation, and negotiation experience and expertise.
Headhunters observe strict confidentiality. Organizations with an opening in their executive ranks are vulnerable. Whether for an existing position to be filled, or a position newly created by downsizing or market opportunity, the hiring process must be strictly confidential.
Confidentiality can keep competitors from being tipped off to management shake-ups, new product and market initiatives, and can protect against employee, stockholder, and supplier apprehension. Search consultants value the highly sensitive information they become privy to during the search process. They are acutely aware and respectful of their client's vulnerability.
Headhunters can tap into a global network of contacts. Top notch executive talent is a scarce commodity today. The limited contacts of in-house human resource departments cannot compare with the wide net cast by a headhunter's network. (An international search especially calls for the capabilities of an international executive search firms.)
Usually, the best candidates are gainfully employed; many will deal only with a recruiter. They appreciate the worth of third party representation, confidentiality and professional mediation. Recruiting superior candidates is intricate and best performed by a discreet professional.
Headhunters bring objectivity and feedback to management. Executive search is a time-consuming, sensitive process. Recruiters can help clients evaluate their expectations, review relevant organization structure and reporting, and define a realistic profile and compensation package for the open position. Search consultants provide objective feedback on the candidates and advice to the client. As experts in research and reference checking, search firms can glean significant information from even reluctant reference-givers.
Headhunters are cost effective. The benefit of using a headhunting firm can be weighed against the cost of preparing and executing an advertisement / recruitment campaign, screening and qualifying candidates, operating without a needed employee
for an extended length of time, compared to the relative insurance of getting the right person for the job. The use of headhunters is an investment in improving the quality of managerial might. But even beyond that, the risk to not use executive recruiters is too great. For smaller companies - in which one hiring mistake can have disastrous results - using headhunters is sometimes more important than for corporate giants. Hiring an incompetent employee who makes bad decisions can cost a company millions - or its very existence. More than ever before, executive talent is at a premium and can make or break the fortunes of a business. Headhunters can deliver the best.
Cheers,
The Singapore Headhunter
No comments:
Post a Comment