What is a Headhunter? Headhunting Secrets

What is a Headhunter

What is Headhunting?

Vietnam has become a more attractive economy with significant foreign investment in recent years, which has increased demand for talent like never before. But throughout the hiring process, it frequently takes a lot of time and effort to discover qualified applicants for senior jobs. Because of this, headhunting services have become a vital tool for many companies looking to “recruit” elite people.

The primary responsibility of headhunters, recruitment specialists in the consulting sector, is to “hunt for talent”—that is, to find candidates in response to job orders from businesses. Headhunters, to put it simply, serve as middlemen between employers and candidates, assisting both in finding the ideal fit as quickly as possible.

A common misconception is that headhunters work in HR. What then are the points of similarity and distinction between these two roles?

The following are some ways that headhunters and HR are different:

  • Headhunters don’t hire people for a particular organization; instead, they serve as a bridge to help businesses overcome workforce difficulties.
  • Headhunters can seek, store, and screen exceptional profiles for high-level roles because they have a wider network of relationships, more expertise, and more capabilities.
  • Compared to headhunters, HR roles are typically more stable because they don’t carry the same ongoing pressure to reach monthly goals for locating the necessary number of applicants.

What is a Headhunter

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Why should businesses turn to Headhunters?

1. Cost and effort savings:

Here are three specific areas where businesses can save a lot of money by using headhunting services:

Time-saving: Companies can now contact headhunting services to receive a set of high-quality candidate profiles that meet all of the requirements of the company, saving them a significant amount of time that would otherwise be spent posting job advertisements on various forums, filtering resumes, scheduling interviews, comparing, and selecting suitable candidates.
Maximizing Human Resources: The company’s HR staff will have more time to concentrate on addressing issues relating to pay, bonuses, social insurance, and policies when headhunters handle the difficult chore of candidate search, ultimately maximizing the workforce.
Savings on hiring expenses: Businesses simply need to set aside money for “rewarding the successful candidate” once they have been chosen, doing away with the necessity for expensive recruitment drives to discover qualified individuals for executive roles.

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2. Extensive resources of Headhunters:

In the competitive “hunt for talent,” headhunters are now a great option for companies:

Recognizing candidates: For every role that requires hiring, headhunters maintain a database of prospects that includes projected wage ranges, weekend availability, and relevant expertise.
Expert screening: Headhunters interview or administer short tests to potential applicants prior to presenting them for a particular role.
Huge database: Headhunters possess a sizable industrial database and a wide range of connections. They can give businesses information about qualified applicants, saving them money on advertising for hiring.

What is a Headhunter

3. Ensuring Fairness and Security

A corporation that uses a headhunter service can stop worrying about needless risks and uncertainties because the headhunter has thoroughly investigated the backgrounds of the candidates and been in touch with the employers of the former employees.

Should a problem emerge with an individual, the business may be able to recoup a portion of the money paid. The employer might even be able to recoup the candidate’s perks and pay in certain circumstances.

The Main Responsibilities of a Headhunter

Almost every “hunter” has their own working style, but generally, headhunters follow a common cycle:

looking for information to learn about the role for which the organization is hiring right now.
using the database to locate and get in touch with exceptional applicants who fit the job description the organization is trying to fill.
Making the first phone contact with possible applicants.
sending the employing business the candidate’s profile. Applicants will be contacted for in-person interviews if they satisfy the company’s minimum standards.
After being chosen, candidates will speak with the business about benefits, bonuses, pay, etc. There will be a probationary invitation sent to the headhunter and the candidate.
Lastly, surveying candidates and the company about their satisfaction in order to get input and raise the standard of the headhunting service.
A headhunting service’s procedure normally takes five to six weeks. Headhunters do more than merely set up meetings and make connections. After the candidate is employed, they also keep track of their development, give them more details about the business, and figure out why and how to fix it if the individual can’t stay on the job.

A well-respected headhunter in the field has the capacity to build and maintain social networks, professional persuasion skills, knowledge retrieval abilities, and effective communication skills.

A headhunter also needs to be perceptive and able to properly and objectively assess candidates according to their skills and attributes. A headhunter must, among other things, uphold professional ethics, protect client information, and be able to handle picky clients or elite applicants.


Aniday was born to help businesses take advantage of a network of experts/headhunts to find and attract talents.