I'm glad someone is finally making the distinction between recruiting v. headhunting, and much of this is spot-on, tho some lies in the grey-land between the two, and can be/is utilized by both sides.
For e.g., "niche, executive, or highly specialized positions where the ideal candidate won't respond to job ads or LinkedIn messages?" I have absolutely recruited for many of these roles - never looking to lure/poach someone who loves their current role. If they aren't happy? Yes, let's have a convo. If they want more time (months, years)? Cool - we'll talk then.
By stating co's should bring in headhunters for "C-suite and VP-level positions, competitive talent acquisition from direct rivals, roles requiring specific industry experience, and confidential searches where discretion matters, you're contributing to an already difficult job market that recruiters are facing (for themselves!). I have done all of these things - as a recruiter/TA.
I also worked - briefly - as a headhunter. I will never do so again. I found it not in alignment with my ethics and morals. Personal choice.
So, good topic; some distinctions are not fully correct. Many of what you distinguished between can be/is accomplished by both - in different ways.
Sr. Recruiter & Talent Acquisition Specialist & HRBP | Construction, Industrial, Hospitality, Manufacturing, Corporate Services > Bringing high energy to recruit high volume, hard-to-fill roles, internally & in agencies
3moI'm glad someone is finally making the distinction between recruiting v. headhunting, and much of this is spot-on, tho some lies in the grey-land between the two, and can be/is utilized by both sides. For e.g., "niche, executive, or highly specialized positions where the ideal candidate won't respond to job ads or LinkedIn messages?" I have absolutely recruited for many of these roles - never looking to lure/poach someone who loves their current role. If they aren't happy? Yes, let's have a convo. If they want more time (months, years)? Cool - we'll talk then. By stating co's should bring in headhunters for "C-suite and VP-level positions, competitive talent acquisition from direct rivals, roles requiring specific industry experience, and confidential searches where discretion matters, you're contributing to an already difficult job market that recruiters are facing (for themselves!). I have done all of these things - as a recruiter/TA. I also worked - briefly - as a headhunter. I will never do so again. I found it not in alignment with my ethics and morals. Personal choice. So, good topic; some distinctions are not fully correct. Many of what you distinguished between can be/is accomplished by both - in different ways.