Digital Recruitment Sheds Light on Lazy Headhunters

Just read a blog posting by Will Hawkins - http://ow.ly/1Ss2 so - as a 'headhunter/recruitment consultant (don't ask me what the difference is - pleeeeasse!) I thought appropriate to respond.

It's hard not to become defensive when reading articles about recruitment consultancy - on the whole they are emotive pieces usually written by people who have had a bad experience and want to get things off their chest. Another reason you often see these articles would be because a PR hasn't got anything else to write about and wants to ruffle a few tail feathers and make the headlines.

Thankfully with Will's article it seems to be much more balanced. I can't quite understand in a blanket 'not using headhunters to recruit new staff' - there are good reasons why companies use recruitment businesses and perhaps the engagement between recruiter and client hasn't been the best in this instance - it's impossible to say who is at fault. However he makes a very good point about the use of social networks to source/attract new staff. As recruitment consultants we have been doing this for some time and, if done sensitively, can produce good results. The likes of LinkedIn, Plaxo and now twitter have enhanced the way we target potential candidates for our clients. However, this is not the be all and end all, merely just another channel.

Most decent recruitment business (and I'm not going to drop our name now just to demonstrate we are one of these - decide for yourself...) have a number of sources from where to attract candidates. They'll be advertising across a wide variety of job boards, not just the Monsters and Jobsites of the world. They may even still be engaging in some press based activity. There's likely to be an SEO strategy or ongoing PPC campaign which will drive awareness and some form of social media strategy although strategising in something that is changing so fast is difficult! They may have engaged a PR agency to raise awareness - call it a traditional TTL marketing campaign if you will.

In addition they should have a relational database that is kept up to date and accurate - most don't. They will have built up a team of consultants with 2+ years of service each who have built relationships with candidates and clients – most don’t. These relationships are the difference. The knowledge, empathy, interest and enthusiasm generated by dealing with someone over a period of time or acting as a candidates' career manager goes far beyond the traditional perception of recruitment consultants that they are just in it for the money. I have been in recruitment for the past 15 years. It’s never been about the money – that followed the enjoyment of the job and success that it brought.

Finally (do I hear you sigh with relief) remember that recruitment businesses are agencies - as are design, digital, advertising, PR, travel and estate agencies. As individuals, we could do all of these things ourselves - we could book our own holidays, sell our own houses, design our own adverts - but, we don't. We leave it to experts who do it for a living. Pick the right one and you will get added value.