Headhunter: The truth about working with HR consultants (detailed guide)
Would you like to work with a headhunter / hrconsultant / recruiter? Executive Search – “The Kingmakers” Supervisory Board – Board of Directors – Managing Director find..
What does a headhunter do?
“A headhunter addresses executives on behalf of a company in order to persuade them to switch to the client. For the assignment, he receives a commission on the annual target salary of the brokered manager in order to cover his costs.”
In the following, we’ve divided this detailed online guide into different parts so that you can get to the section where you need the most help.
Below you will find a breakdown of our overview and evaluation of the services:
- Introduction to finding / working with headhunters / recruiters
- What is headhunting and what does a headhunter do?
- Introduction to finding / working with headhunters / recruiters
- Definition and difference between headhunters, recruiters and recruiters
- Headhunter – Definition, Tasks, Compensation, Trends
- How do the headhunters get their customers?
- How are headhunters paid?
- Who does a headhunter work for?
- What does it mean when they say you’ve saved your RESUME?
- What are they looking for in job seekers?
- Basics of working with headhunters / recruiters
- Headhunter and HR consulting? What is this and what am I supposed to do with it?
- What is it and how is it defined? Headhunter
- Headhunter: On call job from the HR consultancy
- Personnel consulting and headhunters for executives
- Find headhunter in Wiki..
- Find out the salary of a headhunter.
- The large Headhunter Ranking Germany as an overview
- The cost of a headhunter
- What exactly does a headhunter do?
- Find headhunters for the search ..
- Headhunter in Germany, Austria and Switzerland…
- How do headhunters actually work?
- Germany’s best HR consultants in the Heradhunter Ranking
- How to find someone who best suits you
- To perform a background check for headhunters
- What to watch out for…
- Working best with headhunters
- Conclusion to find and work with headhunters and recruiters
You should always be open to new opportunities in finding your next career position.
Whether it’s a new network contact or a review of your resume or a return to the education system. You should constantly look for a new tool that not only makes you more effective in finding a job, but also makes you desirable as a candidae in this highly competitive labour market.
Headhunter and HR consulting market overview
Umsatz 2,4 Milliarden Dollar 17 Milliarden Dollar
Anzahl der Personalberatungen 2.000 18.000
Besetzte Positionen 75.000 600.000
Anzahl der beschäftigten Personalberater 7.800 63.000
Finding a ninth workplace for you …
And if you look from one opportunity to the next, your interest may eventually be based on the idea of getting another person to help find a new job. Someone who is more familiar with the labour market and ideally has insider access to hiring companies and managers. In short, at some point you might consider working with a headhunter to find a new job.
Of course, the questions arise, especially if you’ve never worked with a headhunter before.
So where can you find a Top Headhunter?
If you find a headhunter, how do you know if it’s good? And what is the probability that the headhunter is actually looking for a new job for you?
Headhunters in Germany, Austria and Switzerland
1. Introduction: How this guide
the search for a new job can be done by using a third party, e.g. For example, a recruiter or headhunter, has a lot of potential and is a possibility that you should definitely explore. That is, as long as you understand how these people work in the world of work and what expectations you can have.
Why then do we not start our discussion about headhunters by first explaining who exactly is a headhunter, what he or she is doing, and how a headhunter compares to the role of a recruiter.
What is the difference between a headhunter, recruiter and sourcer?
2. What is headhunting and what does a headhunter do?
Headhunter Vs. Recruiters..
The usual definition is that a headhunter is a person who works as an independent contractor and is hired by a company to find a suitable candidate for a particular position in that company. Unlike other members of the world of work, a headhunter plays an active role in finding candidates. This means that headhunters don’t have to wait for job seekers and other potential candidates to come forward, but use networking resources such as LinkedIn, Xing, Facebook, and job fairs to contact potential candidates for the positions they represent.
Traditionally, a headhunter is only involved in the initial phase of the hiring process. That is, once a headhunter has found a candidate that is suitable for the open position of his client, a headhunter will only introduce the candidate to the personnel company and possibly plan an initial interview.
All of the following hiring steps, such as salary negotiations, second interviews, etc., do not necessarily include the headhunter. It is incredibly important to understand how a headhunter works with his client, hence the human resources company he represents. In addition, you can better understand where the headhunter’s motivation is to find a new job for you, which is also extremely important.
3. Who are recruiters?
So if we now know a little more about who headhunters are and what they are doing, who are recruiters? And how do they work in comparison in the world of work?
Well, the common distinction between headhunters and recruiters is that while headhunters act as independent contractors for the company, recruiters are usually part of the company itself – more specifically, they are usually part of the company’s human resources department.
Executive Search in TOP Management
in % bezogen auf alle Stellen TOP-Management Mittleres Management Fachkräfte Mittelstand 30 35 53 Groß-Unternehmen 25 32 42
If one person works in the Commission, hence a headhunter, and another person in the direct salary of the company, hence the recruiter, this is a huge difference in the functioning of each person in their respective roles and also makes a difference in their order of priorities and in the type of pressure to which they are subjected. There are recruiters who are actively looking for candidates for their company. In general, recruiters are more passive in finding candidates than headhunters when they are employees of the company. However, as soon as a professional agent finds a candidate (or candidate) he wants to interview with his company, the recruiter is much more involved in the interview and hiring process than his headhunter colleagues. They are usually involved in some form from the first interview to the first working day of the applicant, if the applicant is lucky enough to be recruited.
4. Who are the sourcers? How does a recruitment consultancy work?
Okay, now that you understand who recruiters and headhunters are and how they work in the hiring world, who in the world are then sourcer ?
Sourcers are persons who are commissioned exclusively by companies to locate or “procure” certain persons. As a group, sourcing companies play a much smaller role in the recruitment and headhunting world, and usually the people tasked with searching are just highly sought-after high-income executives.
In a meeting with a headhunter, the headhunter asks you, the job seeker, for a detailed description of things like your career, your education, your interests and much more.
Why this? Because headhunters need this information from you to see if you are suitable for any of the positions they currently represent. But if you disclose all this information from your side, it goes without saying that you want a kind of counter-movement. Of course, in return you would like to learn a little more about the headhunter. As you sit down with a headhunter for the first time, general questions about the headhunting business may be circling in your head.
Questions such as, how does a headhunter work to establish a working relationship with his client list? Or how do most headhunters end up in the headhunting area first? And how do I know if the headhunter I meet really has a working relationship with the customers he or she wants to get to know me?
These are all very good questions, and if you know the answers to some or all of the questions, you’re sure to gain more confidence if you consider using a third party to find a new position.
So why don’t we see if we can get answers?
First of all, you should know the following: Headhunters are not groups of professionals with identical educational histories and identical methods by which they build their customer relationships. As a professional group, they are incredibly diverse in terms of their personal and professional background.
One reason why the profession of headhunter has such a different background among its members is that there is no traditional headhunting school. Similarly, there are no headhunting certificates that headhunters can earn, and there are no headhunting commercial schools. Instead of learning the profession through an academic degree at a university or college, headhunters acquire the skills, experience, and customer contacts needed to become headhunters by working exclusively in the actual headhunting profession.
But how do they get into the business first?
Well, it turns out that also varies. For example, many headhunters start their careers as human resources professionals and then build their own headhunting business after acquiring the necessary skills and customer contacts. Other headhunters start at headhunters in entry-level positions and gradually work their way up. Still others enter the business by simply knowing enough customer contacts to open the sto
re. So the way headhunters enter the headhunting profession is quite different. However, this should not deviate from a basic rule of the headhunting business – that the reputation of a headhunter in the world of work, and in particular his reputation and relationship with his customers, have a dramatic impact on the ability to put you in a new position. Like most things in life, there are good people and there are people whose moral compass and motivation are a bit more suspicious.
The same applies to headhunters.
There are good headhunters and there are headhunters who are less trustworthy and who do not consider your interests as job seekers.
So what suits a headhunter in the latter group?
Well, this is a topic that will be discussed in more detail in a later section of the article, but in part it has to do with the quality of the headhunter’s relationship with his customers. It is important to know that there are some headhunters and independent recruiters who do almost everything to get a candidate into a company and earn that commission, even if that means dishonest yer sedentative ness or poor judgment. These are headhunters who may pass on your resume to customers they are not related to. These are headhunters who certainly have a bad reputation not only in the headhunting world, but also in their chosen representation industry.
And you have to find and avoid this kind of headhunters as a job seeker. Because their bad reputation distorts your reputation as a jobseeker.
First of all, we want to clarify this potential misunderstanding immediately: ” Headhunters do not work for you, the job seekers. You are in no way career counsellors, shape or shape them, and your desire and desire to find a new position is not at the top of their list. This may sound harsh and it can drain messages. But without question, it’s important that you, as a jobseeker, know who is starting to think about working with a headhunter.
7. So who do the headhunters work for?
Simply put, headhunters don’t work for anyone but their customers. As explained above, this is the company that wants to fill one or more of its positions.
The agreement between the headhunter and the consulting company looks something like this: The company hires a headhunter to find a suitable candidate for their open position (or positions), and in a traditional agreement between the headhunter and the consulting company only the headhunter is paid if the headhunter finds a suitable candidate for that company and successfully mediates.
As a jobseeker, it is in your interest to understand this agreement and its implications. It sounds stubborn and insensitive, but you have to understand that you, as a job seeker and potential placement candidate, are a commodity in the eyes of the headhunter. If the headhunter thinks you are a possible match with the customer he represents, you are the focus of his attention as he tries to prepare you for the interview with his client. And you remain a focus of their attention as long as he sees you as a suitable candidate for at least one of the clients they represent.
Need help finding a recruiter? Here are some suggestions to help you find and work with a recruiter and headhunter that suits you.
If, on the other hand, the headhunter does not consider you to be one of its customers, you are no longer a viable means by which he can earn a commission. As hard as it may sound, you get off the headhunter’s radar very quickly, and the likelihood of hearing from them again is very low.
Yes, it’s hard, but as they say, that’s the nature of the animal and that’s the nature of the headhunting world. But after hearing all this, you may still be wondering about one thing: the euro amount. How much do recruiters earn per internship?
Are recruiters paid per interview? Not really. Recruiters are only paid if placement is successful. The amount paid depends on the headhunter and the hiring company and the type of agreement they have with each other.
There are, for example, so-called recruiters who fill highly specialised top positions and receive a flat-rate remuneration for attracting a certain number of qualified candidates. There are also headhunters and recruiters who enter into short-term contracts with their customers and are paid for by a separate model.
How much do recruiters earn? What is a typical salary for headhunters?
How much a recruiter earns per traineeship depends on the successful placement of an applicant to the recruiting company. The industry average in this agreement is that these headhunters are paid between 20% and 28% of the candidate’s total first annual salary.
In some cases, however, headhunters can be paid much higher. For example, if the headhunter finds a person occupying a very specific niche position, a commission of up to 50% of the candidate’s first annual salary is typical.
… The industry average in this agreement is that headhunters are paid between 120% and 28% of the applicant’s total first annual salary.
Suppose a headhunter successfully finds a candidate and communicates it to one of its customers. What happens if it turns out that the candidate does not successfully match the company in charge? So being a headhunter can be quite lucrative, and that’s certainly one of the reasons they can be aggressive in finding candidates.
What happens if the candidate leaves the company that the headhunter has made available to him within a week or a month? Will the headhunter still receive the fee?
That’s a good question.
As a rule, there are agreements between the headhunter and the company they represent that protect the company from these not-too-unusual scenarios. For example, the Company may instruct that the placed candidate must be with his staff for at least 3 to 6 months before the headhunter can receive his earned commission.
You now have a better understanding of how competitive and even unsympathetic the world of headhunting can be. With this understanding, hopefully you now know that headhunters operate in a highly competitive market and are paid only on a commission basis. Their focus will always be on the candidates they can make money. But headhunters are human and most of them know the stakes involved in working with their candidates.
So if the headhunter no longer sees you as fit for one of the companies he represents – whether it’s because you’ve done an interview with one of his companies and it didn’t work out or for some other reason – many headhunters will do it say that they represent you and your resume for future positions or future clients they represent , keep an eye on it.
But what exactly does that mean? And are their words true?
Unfortunately, in most cases, the answer to this last question is no. If you’re not very closely related to the headhunter, the promise to keep an eye on future positions is really just a technique that mitigates the blow. Here are some some sobering stats that give you an insight into what’s going on behind the scenes when you’re working with a headhunter: If you want to fill a position in a company, a headhunter usually considers 10 applicants.
Of these 10 candidates, the headhunter selects 3 to actually send them to an interview with the hire company. Of course, of these 3, only 1 candidate is selected for the job in most scenarios. Since headhunters typically send more than one candidate to an open position for an interview, your average chance of being hired to that position is only 25% to 33%. These are real statistics that you, as a jobseeker, need to consider to meet your expectations. As you can see, headhunters have many applicants they can’t help. In addition, it is part of their task to constantly meet new candidates.
For this reason, the headhunter can keep your resume in his directory list.
However, there is a very slim chance of them returning at a later date and searching this contact list, or the likelihood that they will remember your CV in the hundreds of CVs and jobseekers they encounter.
As mentioned earlier, headhunters meet weekly and even daily and are approached by many potential candidates. Most of these candidates are not represented by the headhunters because they do not have the time they need, or because the candidates do not have the skills that correspond to the positions that the headhunters are currently looking for. All in all, it’s usually not that easy to call a headhunter or send him an email asking if he can give you a job.
How can you attract the attention of a headhunter? How do you make them not only willing, but eager to represent you? And what profiles and skills are headhunters looking for in general?
Let us now try to answer some of these very critical questions. But before we do this, we need to look a little more closely at how headhunters and their organisation as a professional group works. Here’s something to know: How many professions today, headhunters operate in a very specific way. This means that it is a very industry-specific group of people.
There are IT headhunters. there are lawyers’ bosses; There are headhunters of the entertainment industry. And all these headhunters represent only jobs in their respective industries, and of course all these headhunters are only open to meeting candidates with skills and experience in those industries. In fact, some headhunters are defined in their presentation to be limited to representing subsets within a particular industry. For example, some IT headhunters limit themselves to just . NET programmer jobs or only JAVA development jobs.
You need to be instructed what kind of new job you are looking for, and if you are able to meet with a headhunter, you need to tell him or her that direction.
What does this mean for you as a jobseeker?
This means that it is crucial for you to clarify your “history” when trying to attract the attention of a headhunter. More in a nutshell: You can’t approach a headhunter with the “I’m open to any kind of job” attitude. You must be informed which new job you are looking for, and if you can meet with a headhunter, you must provide him with this instruction.
The message of your direction starts with your CV. In fact, it is very likely that your RESUME is the first to attract the attention of a headhunter. As we’ll see later in this article, headhunters are doing much of their headhunting activities by browsing resumes posted online by companies such as Twitter, BranchOut, and most importantly, LinkedIn. This means that your resume may be the first thing the headhunter sees about you. And its quality may be the only factor the headhunter draws on to decide whether it’s worth working with you.
Therefore, it is extremely important that your CV communicates focus and direction. In addition, it is incredibly important that your CV is focused on a specific industry, both in terms of your previous professional experience and what you are looking for in your next career step.
An industry-specific orientation and focus as a job seeker is therefore the best prerequisite to attract the attention of a headhunter.
But what else are headhunters looking for?
Earlier this year, Business Insider asked the country’s most powerful headhunters and recruiters. And many of these headhunters responded with a common response. The answer was: it wasn’t the conspicuous candidates with sophisticated means to attract the attention of the headhunter, the most successful candidates. Rather, it was the candidates who were able to pin down the “fundamentals” that most convinced the headhunters, and the candidates who were most often introduced by the headhunters to the hiring companies.
Good to know.
But what exactly are these “basics”?
Now, as we will see, the “basics” have a lot in common with the basics of good interviewing skills, something that jobseekers should already have one or two knowledge about.
Below is a brief description of these highly esteemed “basics” described by the headhunters in the Business Insider article. Remember – as a job seeker considering arranging a meeting with a headhunter, these are not only suggestions, but also the basis for working with a headhunter or recruiter:
10.1. Treat your meeting professionally with the headhunter
Just don’t make the mistake so many other candidates have made in the past when they met with a headhunter.
What is this mistake?