{"id":32135,"date":"2019-10-31T21:45:19","date_gmt":"2019-10-31T18:45:19","guid":{"rendered":"https:\/\/prohoster.info\/blog\/a-nuzhny-li-headhunter-y\/"},"modified":"2019-10-31T21:45:19","modified_gmt":"2019-10-31T18:45:19","slug":"a-nuzhny-li-headhunter-y","status":"publish","type":"post","link":"https:\/\/prohoster.info\/en\/blog\/news\/a-nuzhny-li-headhunter-y","title":{"rendered":"Are headhunters really needed?","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Another outreach from a headhunter made me think about why recruitment efforts are not always effective and can sometimes be counterproductive for their clients. <\/p>\n

Everyone working in the IT field regularly receives requests from headhunters. Some completely ignore such requests, while others continue to politely decline the persistent talent hunters.
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\nIn my opinion, there are several reasons that significantly reduce the effectiveness of recruiters.<\/p>\n

Perhaps the main reason for failures in recruitment is the complete lack of a personalized approach to potential candidates.<\/p>\n

What does this entail? Let's consider a fictional example.<\/p>\n

A few years ago, an employee of the recruiting agency Best Headhunters reached out via the Xing platform (the most popular platform in the German-speaking internet) to a Cloud specialist, Mr. Cloudman. Mr. Cloudman politely thanked the recruiter for the offer, informing them that he was completely satisfied with his current employer. After some time, Mr. Cloudman receives another proposal from the same agency employee. Once again, Mr. Cloudman politely thanks them for the offer, informing the recruiter that he is fully satisfied with his employer. But this time, it\u2019s his new employer, whom Mr. Cloudman joined just a few months earlier. Out of idle curiosity, Mr. Cloudman asks whether the announcement pertains to the firm XYZ and what salary is being offered for this position. In their response, the employee confirms that it is indeed about firm XYZ, but the question regarding the salary remains unanswered. The recruiter concludes their letter with an absolutely formal and banal wish for all the best, which is typically used when declining an applicant.<\/p>\n

So, what in my humble opinion went wrong:<\/p>\n

The recruiter didn\u2019t pay much attention to the information in Mr. Cloudman\u2019s profile. He should have noticed the job change and reacted to it. Why not ask what prompted such a decision? It would be worthwhile to inquire about the new employer, whether he is satisfied, and how his first weeks on the job are going. After all, not everyone transitioning to a new job stays there. Ignoring the salary question is, to a large extent, unwise. In my opinion, a proper reaction would have been to offer a phone discussion about this matter.<\/p>\n

In conclusion<\/h3>\n

\nSo, not being an expert in the field of recruitment, I will allow myself to give some recommendations both to recruitment agency employees and their clients.<\/p>\n

Dear recruiters, your clients expect the following qualities from candidates:<\/p>\n