We are often asked about the difference between recruitment and headhunting. For us, headhunting is the discipline where you actively go out and make direct contact – preferably by telephone or by email – to an exciting candidate, to arouse the person’s interest in your job posting. Recruitment covers for us a bit more broadly, where you basically more passively post a job posting on one of the major job portals such as IT job bank or job index and wait for candidates to unsolicited send applications and CV to a mailbox.
When we in iHeadHunt most often use the word “headhunting” and not “recruitment” about our service, it is because we are very active in making direct contact with the sharp candidates. If we simply recruited and thus passively waited for job applications, we would not succeed in finding the right profiles for our customers. The vast majority of customers can basically handle a recruitment process themselves – while it requires a completely different approach to headhunting.
All surveys show that relatively few IT people are actively looking for jobs and looking at job portals. On the other hand, there are a large number of IT people who are not actively looking for jobs, but who under the right circumstances are still curious to hear what other opportunities there are in the job market. It is most often these passive candidates that we make interested in job changes when we “headhunt” and thus actively make direct contact with them.
In practice, the words recruitment and headhunting are probably used a little interchangeably in Denmark is our experience.
A variant of recruitment and headhunting is the English terms Search & Selection, which directly translated means “search” and “selection”. The latter is for us identical to the word “recruitment”, while “Search” relates to headhunting.
For many, both recruitment, headhunting and Search & Selection are probably “same same”.