WHAT MAKES ONE HEADHUNTER ‘BETTER’ THAN ANOTHER?
What makes one headhunter ‘better’ than another?
It’s a good question, and an important one.
The senior recruitment market is highly competitive but also does, sometimes, have a bit of areputation issue.
Much of that reputation issue in my view comes down the how candidates are treated.
Many of us at some point in our lives will have been on the receiving end of a less than pleasant recruitment process.
Applying for new roles is time consuming when you consider applications, preparing for interviews,attending interviews, and assessments.
Being rejected from roles can be soul destroying, even if you were approached as a passive rather than active candidate. After all, who enjoys the feeling of rejection?
And the whole process can be frustrating and stressful if you’re left hanging and receive no useful feedback.
This is why candidate care must be one of the highest priorities for any decent headhunter or recruitment firm.
And if you’re a headhunter partnering with another headhunter it’s even more important because you won’t want to take any risks with your reputation.
This is where trust comes in, trust that I’ve built to secure long term retained clients who I continue to help with multiple roles.
If I didn’t treat candidates well, I wouldn’t be retaining these clients, and quite right too.
As far as I’m concerned, candidates are giving up their time and headspace to consider your role.
Any headhunter you use should make sure they get the respect, communication, and feedback they deserve.
