Executive Search & Selection

The Headhunter Difference

Retaining an experienced Headhunter will ensure you hire the top Managers and Executives in your Industry.

The advantages of using a “Headhunter” over more traditional recruiting methods are numerous. The current war for talent suggests the traditional methods of posting and recruiting executives and managers from social media web-sites like LinkedIn and Facebook are over. You can’t afford to wait for the right candidate to apply to your HR departments online job postings or walk in the front door.

Finding talented executives and managers during the coming decade will challenge all businesses, markets and supply chains. If you want to win the war for talented candidates, you MUST consider using an experienced Headhunter.

There is a distinct difference between hiring the best talent IN the market versus the best talent ON the market. Human Resource departments typically differentiate and describe these two candidate markets by saying The Best Candidates Are:
Candidates with quality resumes OR the ones presently working for large companies/organizations. They are also the ones with the best experiences and education from the most prestigious universities and colleges.


What is the right answer?

The number one answer given by surveyed companies suggests the best candidates IN the market are those candidates or individuals who are NOT actively searching for a job. In other words passively IN the job market but performing their jobs and achieving their jobs objectives.

As an experienced search practitioner with more than 35 years experience recruiting senior executives, I have learned that the most talented candidates expect to be wooed to their next position from one of their competitors. Top executives and managers are not excited by the prospect of being the best technical fit for your detailed job description. Top executives don’t have the time to look for jobs as they are too busy fulfilling their current roles. The best candidates are not actively looking for new job opportunities. They are well paid and strategically motivated to their chosen career path.

Therefore they need to be sold on your particular career opportunity, your company and it’s corporate culture. Your in-house recruiters aware of this? However, are they equipped with the best tools to recruit and attract the best candidates?

Does your in-house recruiter target your competitors? Do they know who to contact and how to effectively sell your executive and management career opportunities to those upper 10% of top performing executives and managers? If you are not using a Headhunter you may not likely be hiring the best talent from the top candidate pool. You are likely hiring the best available talent from a much smaller puddle.

Head-hunters are committed to building strong business relationships within their candidates. Hiring the best candidates requires recruiters who are industry knowledgeable, passionate about what they do and dedicated to achieving results for their clients. Headhunters who live and breathe recruitment (24/ 7 and 365) work with their clients by understanding their specific business needs and the required talent to help them achieve their business goals.

An experienced Headhunter will know who and where the most talented individuals are and what it takes to meet their career change demands. Headhunters can differentiate the high-level producers from the slackers and underachievers. They know which candidates operate below the radar screen and they also know the candidates possessing the greatest potential for success. Headhunters do the hardest part of recruiting for you. They establish, cultivate and develop candidate relationships, selling their clients’ career opportunities and company values. They are trusted by career oriented executives to identify the progressive career opportunities they have specified to the headhunter.

The economic value of hiring talented executives and managers are obvious, Profit! Employers that hire the best executives often win and retain more customers. Paying Headhunting fees are incidental and have less impact on your hiring costs than you might expect. Especially when compared to the costs realized in salaries, options and the benefits paid to average or less than average managers and executives.

Consider the costs associated with lost opportunities and sub-par or average performers versus the possible profits generated from superior performers. The best Headhunters will also typically structure their hiring fees to accommodate the budgets of their clients.

At ABA Group we understand the basis of a successful win/win client relationship. We continue to grow our global candidate network of talented executives and industry experts.

Allen Ballach, President