The know-how of companies when looking for high-level profiles is limited. Many of the top executives are well cared for by their companies. Posting ads on mainstream media or mid-level job search platforms is counterproductive for a number of reasons.

First of all, certain professionals do not usually look at these types of platforms and companies such as Austin executive search firm. They cannot reply to an announcement of this type and show clearly that they are in search position for a new project. On the other hand, the company offering the position shows a certain weakness if it is identified and if it is known in the market that it has a temporary situation of lack of one of its key figures. Finally, a platform aimed at mid-level profiles can convey little care and a low budget when it comes to recruiting key personnel, making the potential candidate unattractive.

There are many reasons why you should hire a headhunting service, far beyond snobbery. For certain positions, it is the best option to find a high-level profile with our temp agency Austin:

1. Headhunters are fast and efficient. They have an important background in processes of this type. They usually have researchers who are capable of detecting key people within a specific market, which greatly facilitates contact with profiles that meet the requirements imposed by companies.

2. Executive Search companies, Headhunters and / or high-level Human Resources Professionals are specialists in search and selection. This makes them apply a rigorous process and methodology when looking for a professional. Even being able to work in informal settings, such as a business lunch, the Headhunter is performing. The analysis of results, evolution of the trajectory, attitude and motivation towards the position, necessary skills and exclusion factors is much more exhaustive than in a search carried out by less professionalized means.

3. As a general rule, the search for executive profiles can trigger certain political disputes within the organization to benefit people related to the Management Committee, far beyond the interests of the Members or the Board of Directors. Hiring HR experts for high-level profiles like a Headhunter allows for a more objective selection.

4. Even with good intentions on the part of the company’s Board of Directors, external commitments can be numerous. The Headhunter is oblivious to these commitments and his position guarantees that he can maintain objectivity and impartiality in the process.

5. It is often difficult to obtain detailed information from the high-level professionals to hire. The Executive Search company is in a privileged position to know the trajectory of the candidate and invite the selected potential to share information with them, with the utmost discretion.

6. Confidentiality is one of the issues that most concern companies when seeking new management positions. An HR expert for executive and senior profiles is the best option to maintain anonymity during the search. This circumstance constitutes their day to day work. He will maintain anonymity about the client company until the end of the process.

7. Executive Search companies can access candidates that the company could not access. It is almost impossible for a company to directly call a professional from a competitor without running the risk of being identified. Even if there are no agreements and in the case of atomized markets, it could lead to an undesirable situation. The Headhunter has much more freedom of movement and fewer restrictions when it comes to contacting potential candidates.

8. High-level professional search firms avoid a lot of pre-work. Finalist candidates who meet all the requirements of the position are made available to the client. The work of contact, identification of interested parties, evaluation, dismissal, verification, … is in your hands. From an Opportunity Cost point of view, Headhunters are the best option for any company.

9. Carry out a very important intermediation function in the remuneration aspect. They can discuss this with the candidate without creating an uncomfortable situation or unnecessarily stressing them. They do an important preliminary work in the negotiation, before the effective agreement is produced by the client. The mutual polling of positions is well under way when it comes to interviewing finalist candidates.

10. High-level HR professionals maintain a close relationship with top-level executive and managerial profiles, a fact that facilitates recruitment work. This social network allows access to people who would otherwise be impossible to access. They also know the rising competencies for managerial profiles and can advise us on market trends in certain positions.