| Executive recruiting refers to the process in which a | | | | look for suitable candidates first, then speak to them, |
| third-party recruiter researches and employs qualified | | | | whereas recruiters will more often than not contact |
| individuals for their client businesses. The recruiter | | | | individuals first, then choose their candidates from the |
| acts as an independent contact between potential | | | | individuals they have already spoken to. In addition, |
| candidates and client companies to fill positions they | | | | executive headhunters may attempt to "poach" |
| may be offering. | | | | employees away form their current employers, when |
| There are several different kinds of executive | | | | recruiters may not attempt this. |
| recruiters. Some may specialize in client relationships | | | | Executive headhunting agents can be generalists, or |
| and provide ongoing support to their clients' sales or | | | | specialists in a particular niche. Some may specialize in |
| business development. Others may strictly focus on | | | | geographic regions, while other "niche" headhunters |
| finding candidates for open positions within the client | | | | may specialize in a specific industry or type of |
| company; this is often referred to as sourcing. Still | | | | employee, such as law enforcement, medical |
| others may provide both ongoing support as well as | | | | specialists, senior-level executives, etc. |
| serve the recruiting needs of their clients. These | | | | Executive search agents typically have a wide array |
| third-party recruiters can specialize in recruitment of | | | | of personal contacts, detailed specific knowledge of |
| permanent positions within a client company, contract | | | | the geographic area in consideration, and on most |
| (or temporary) positions, or both. | | | | occasions, tend to operate at the most senior level. |
| Third-party recruiters who dedicate themselves to | | | | The main goal of executive headhunters is to |
| placing potential hires in full-time positions within | | | | strengthen the client company by introducing |
| companies are often referred to as headhunters. | | | | high-profile employees. |
| Typically, executive headhunting is often associated | | | | Executive search professionals or headhunters are |
| with a higher degree of industry knowledge and | | | | involved throughout more of the hiring process, |
| more personal, less "canvassing" approach. | | | | conducting thorough reports and interviews for the |
| Here is a good way to distinguish between recruiters | | | | client company. They attempt to present candidates |
| and headhunters. Recruiters tend to use a more | | | | that they believe will fit, not only into the position, |
| "blanketed" approach to finding potential hires for a | | | | but that will fit into the company's employment |
| client company, such as "cold-calling". Most often, | | | | culture, as well. These headhunting agents usually |
| recruiters have very little or no previous knowledge | | | | have long-lasting relationships with their clients |
| of a candidate before contact is made. | | | | spanning many years. They attempt to ensure |
| On the other hand, executive headhunters typically | | | | progress for the client company by introducing |
| attempt to find the individual's previous employment | | | | candidates that will strengthen the company, and by |
| history, education, etc. before contacting the | | | | avoiding the use of cold-calling and other impersonal |
| candidate. Basically, executive headhunters typically | | | | hiring techniques. |