Recruitment wars? No, we work in Harmony!
Get with the programme, Internal Recruiter vs Headhunter wars are so yesterday!! It is common practice for firms to employ both TA methods, and has been for some time. There are very good reasons for this…
Internal Recruitment Teams make more sense for volume recruitment (excluding perhaps, team moves), they can represent cost savings, they cover a broad range of vacancy from support staff to skilled roles. They have intimate knowledge of roles and of course – close contact with key stakeholders in the Firm. The latter can save time in the recruitment process.
Headhunters are better suited to confidential (often more senior/lateral) hires. This also applies to ‘Named/Rainmaker’ prospective hires, particularly from competitors, where discretion is paramount. A discreet headhunter can work with total anonymity for a considerable part of the process, indeed right up to establishing whether a move can be contemplated. The latter would not be possible for an Internal recruiter. Headhunters often suggest, via their contacts, bolt-ons for firms and assist with negotiating these.
Using both Get the best of both worlds to acquire more Talent. Most firms do, whether their revenues are £1mn or £1bn. It makes sense!
