Head Hunting FAQ’s

Does the Head Hunter have enough experience working in our sector?

It is natural to believe that the recruiter will need experience within a specific sector in order to be able to locate and contact the correct person, whilst experience within a specific sector can sometimes have advantages, the more a person works in a specific sector can also sometimes have disadvantages such as increasing the number of clients that have contact restrictions in place, hence limiting the amount of companies that can be reviewed for a possible successful candidate. The defining point is that having understood the client requirements we are expert at getting the correct individuals and accessing their suitability for the position available. Industry experience is not an essential facet in achieving this.

Does the Head Hunter maintain Client Confidentiality

There are times when a client is keen to maintain a degree of confidentiality. This may be due to not wishing to cause issues with staff or customer stability or due to not wishing to prematurely release information that competitors could use. However, the recruiter is approaching people who are not actually looking for a new job and therefore they will need to review need key facts before deciding whether they would like to pursue the opportunity. The recruiter will eventually reach a point beyond which they are unable to proceed without informing the candidate of the client’s identity. The key issue is the recruiter deciding when the correct time has come to divulge the name of the client and this usually comes when the candidate has given some form of commitment such as providing a copy of their CV.

Can I only use a Head Hunter for senior level appointments?

This perhaps is one of the biggest misconceptions about head hunting. When one thinks of head hunting one imagines that the head hunter only gets involved with senior management. Nothing could be further from the truth at D&P Recruitment. Our model of headhunting really fits in recruiting at any level or within any discipline. To give a dramatic example one could think of a company looking to recruit a PA with experience of working in legal. The head hunter would simply draw up a list of relevant target companies (legal companies in this case) and then discover who the relevant PAs are within the companies. As PAs are readily accessible it would be a very straight forward process in talking to them about a new job.

Why should I pay a Head Hunter a retainer?

At D&P Recruitment we pride ourselves on the amount of bespoke work we conduct for our clients. We actively research the industry sector in question drawing up a list of relevant organisations from which to headhunt. We then have to network our way through organisations to pinpoint the target individuals who would be likely to meet the brief. On a normal assignment it is likely that in order to find the right person for the job we will review over one hundred and fifty candidates. This assures our client that we are not just putting forward anyone with relevant experience for the job but are qualifying from a long list of target individuals against the brief. The end result is that we meet with a client’s exacting requirements. The main reason for the retainer is that with all the upfront work and research carried out, if a company decided for any reason that they no longer needed the job filling then we would have conducted a lot of work for no reward.