Headhunting & Executive search
Headhunting is the direct search for suitable candidates for an employer. In translation, headhunting means "hunting heads" or "hunting brains", and from this is derived the profession of headhunter. At first, it was a slang term that caught on; this was also due to the fact that in the beginning, only a few agencies were engaged in this profession, and above all, the subject of the search was top managers.
Executive search is a synonym for the professional term headhunting, which in translation means direct search. Of course, some authors, especially in the USA, try to distinguish themselves, and therefore emphasize that they do executive search and not headhunting, and vice versa. It's like someone wants to find a difference between meal vouchers, gastro vouchers and food vouchers...
Headhunting is an effective but very time-consuming method. For this reason, it is used to search for employees for middle and top management or professional workers who are not enough on the market (e.g. currently various types of IT positions, logisticians, quality managers, TPM managers, air conditioners, special welders, technologists, process engineers,...but also doctors). In some cases, fluent command of English is required, and the requirement to master 2 or 3 world languages, including English, is no longer an exception.
Headhunting is carried out in a discreet manner. It very often happens that the employer decides to change the job position. Any leakage of information, especially in a top position, causes damage to the organization, not to mention any advertising in the media. On the other hand, the potential candidate is sought among employees who are employed and do not want to expose themselves to the risk that the current employer will find out that they are interested in another job. The headhunter's task is to meet the given requirements of discretion from both parties and act according to their instructions.
Headhunting, or direct search for job positions, represents a specific area of recruitment that requires precise strategies and effective tools. This process is especially important when looking for top managers, specialists or candidates for positions that require unique skills and experience.
Key tools in headhunting include:
a) Social networks: Platforms such as LinkedIn, X (formerly Twitter) or Facebook play an important role in identifying potential candidates. LinkedIn is the most used tool due to the ability to search according to specific criteria, such as experience, education or professional skills.
b) Candidate databases: Internal and external databases allow quick access to a wide base of candidates. Many personnel agencies build their own databases, which allow them to efficiently search records and find suitable candidates.
Applicant Tracking System (ATS): Applicant Tracking Systems allow you to sort, categorize and track the progress of candidates in the recruitment process. Popular ATS include Bullhorn (
Referral programs: One of the most effective tools is the use of recommendations from current employees. Candidates obtained through referral programs often have a higher success rate and long-term retention in the company.
Analytical tools: Data from social networks, online platforms or internal systems can be analyzed to identify trends, potential sources of candidates and the effectiveness of recruitment strategies.
Direct contact: This traditional but still effective tool involves direct contact with candidates through phone calls, emails or personal meetings.
In modern headhunting, a combination of technological tools with a personal approach plays an important role. A successful headhunter not only masters the use of these tools, but also knows how to build trust and create quality relationships with candidates and clients.
