Why Headhunters Will Find Your Company’s Future Stars
You have a position that has been empty for two weeks. Your proposed hiring timeline shows that you could post the vacancy for the next week, schedule interviews for the third week, and hope that the successful candidate could start at the beginning of the sixth week. This means that your team will be short help for six weeks, maybe more, which will significantly affect their productivity.
They have already started complaining. You must temporarily distribute the position’s assigned duties to other workers which increases their stress levels and diminishes their own job satisfaction. Some tasks may even fall to you as the manager. This all sounds like a huge headache, and there’s no room for all these tasks in your jam-packed schedule. Your boss says it must get done or else. Translation: more late nights away from loved ones and/or trying to work on your laptop during reality TV. This is the life of many modern managers who are so overworked that they don’t have the energy to devote to hiring. It’s surprising that everyone isn’t using headhunters to fill their open jobs.
Why Get Started with Finding a Good Headhunter
As a person who must handle recruitment, you can form a partnership with a good headhunter. Tackling this task will help ease your workload. You can also share this headhunter with other managers and recruiters within your organization. If your company is one of those with a culture that resists using outsiders to find the stars of the future, it’s time for change. In fact, headhunters are professional recruiters, and they have a real motivation to get paid. Headhunters receive compensation for successful placements, not just for interviewing people. They have a vested interest in ensuring that your company hires candidates who are a good cultural fit.
Reluctant to Delegate?
Recently, we read an article on how people don’t like to delegate. New research by Mary Steffel, Elanor F. Williams, and Jaclyn Perrmann-Graham showed the following: “although people fiercely defend their ability to make decisions, they eagerly hand off those that will affect others as well as themselves — especially when the choice is between unattractive outcomes.” Think about this research. The last time you were supposed to choose the venue for the next manager’s retreat, you probably tried to pass off the task to your assistant. It was a fabulous venue, and so you easily offered your endorsement.
Why Finding a Headhunter Matters
What does an inclination to delegate certain types of decisions suggest about hiring? If your task is hiring a person for a department that you don’t work in, you will feel more inclined to enlist help from a headhunter. If you must work with the prospective hire daily and even supervise him or her, you will feel less eager to delegate all recruitment efforts. It really boils down to how much the decision will impact you.
Think of the Future
There’s tons of research out there on how many workers don’t stay long in a new job. Today’s companies have difficulty finding people for long-term fit. Also, there are other opportunities that the most talented workers hear about, and they will soon leave to pursue those. They get recruited away by good headhunters. Go figure! They can name their terms to your competitors. In this competitive environment, you could probably find a good employee here or there, but you will also hire other candidates who won’t work out.
Now is the time to consider having a headhunter supply you with a list of viable candidates who are pre-screened and pre-interviewed. They will already match your criteria. Choose from the top candidates a person who will gel with the current workplace culture.
For more details on the advantages of using headhunters, please contact us today.