It seems every Tom, Dick and Harry call themselves headhunters nowadays. Even what some do at best, is shopping on the internet and electronic job boards. Don’t be fooled because there are headhunters and then there are headhunters.
It’s of course not really important how we in the recruitment industry like to see ourselves. It is what you, dear reader, define who’s who in our business. Fees in the recruitment industry vary from 10% to 35% of the candidate’s first year’s income. That corresponds to approx. 1.5 month’s salary and up to 4.5 month’s salary. What’s the difference you may ask?
There is no hidden agenda, there is nothing unusual, and there is no best kept secret. It’s like in any other business model, you get what you pay for. The more you do yourself the cheaper it is. The more you outsource and the more you want others to help, you will obviously have to pay for their time. Trust me, there is no Happy Potter & Partners in the recruitment business who with a bit of magic turn out great talented candidates.
So the easy way is to use a popular internet job board where you buy a piece of real estate to present your job requirements and your company. That is an incredible efficient way of buying resumes. If you have used this service, however, you know that to find the needle in the haystack you will spend hours to read through the pile of applications that is spamming your inbox. Most people in job boards are below 40 years old, have less than 10 years work experience and earn less than 100,000 Thai baht a month. For sure, not the place where you find senior managers.
Another option is to rely on a data base recruiter who will find you the best they have on file. That means not necessarily the best qualified candidate in the market. This is often a relative quick process as all it takes is to shop around in the data base and internet job boards to find what comes close to your requirements. As this service is typically contingent on you hiring a presented candidate, the incentive for this type of recruiter is to find anything that just remotely looks like your profile.
It’s like throwing spaghetti on the wall with the hope that one sticks. If you use this option and do not get any resumes within a week, start being concerned. The reason is most likely that nothing came out in the data base search. Your order is now put on the backburner waiting for a miracle to happen, i.e. a new resume comes in which appears to be what you are looking for. This business model is all about turning requests for resumes around as quick as possible as the recruiter is only paid if you hire their candidate. There is no time or incentive in using weeks to search. This is FMCG, Fast Moving Candidate Goods in play.