To each his own headhunter

Headhunters, recruiters, recruitment consultants, talent acquisition specialists… All different titles, but the reality is the same. A passion for helping companies and candidates grow, because ultimately, to each his own headhunter who truly understands their journey.

I experienced all three facets: manager, HR member, and headhunted candidate… before joining this profession myself. Despite the contrasting perceptions (I plead guilty, my opinion varied too!), I chose to invest in it to contribute in my own way. Today, I have the chance to interact with many passionate professionals, and it’s always a real pleasure.

Not all employers need headhunters, and not all headhunters are suited to the needs of employers—or candidates! But how do you find the right one?

Here’s a perspective on this profession that few know about. The goal: to raise awareness of these versatile professionals who often work in the shadows.

To enrich this reflection, I had the privilege of gathering the perspectives of three generously experienced experts: Kévyn Gagné, Director of Human Resources at Franklin Empire, Anne-Marie Doss, Director of Talent and Culture at Averna, and Vincent Monet, an executive with a remarkable career.

We, headhunters

Entrepreneurs, consultants, branding and attractiveness strategists, visionaries, recruitment process experts, consultative sales, marketing, and business development specialists in many cases. Social media and technology experts, flexible and agile in different environments, rigorous and organized, with strong communication skills. Often confidants, empathy is essential in sometimes difficult situations from a human perspective.

Recruitment, which has existed for thousands of years, has evolved over the centuries, whether in the military, religious, political, organizational, commercial, or industrial fields. Today, recruitment consultants are mandated by their clients to find the talent that will contribute to the success of their company.

Each consultant often has their own specialty, their own field of activity, linked to their experience, network, and knowledge. This allows them to offer expertise tailored to the specific needs of their clients.

The profession has evolved significantly with the advent of technology. Until the early 2000s, an excellent recruiter was the one with the largest number of candidates, jealously guarding the network they had built up over the years.

With the advent of the internet and job posting sites, candidate visibility has expanded. Social media has made the candidate pool accessible to everyone—no more locked filing cabinets full of resumes! There are many sources of information and research, but ultimately, the candidates remain the same.

So how can a recruitment consultant stand out today?

How can they reinvent themselves by providing value to both companies AND candidates?

In a context where every project is different and everything is continually starting over, nothing can be left to chance. Therefore, you should never make assumptions.

Masters of the process

Beyond resumes, interviews, and reference checks, there are countless steps that must be rigorously mastered.

Recruitment consultants support employers—both human resources and managers—to maximize their attractiveness in an increasingly competitive environment. This includes compensation, benefits, and job posting strategies.

They manage the recruitment process by understanding the candidates’ realities, their ambitions and professional goals, and by presenting those with the best chance of being happy in the proposed work environment. Consultants thus become conductors, coordinating the various stages and ensuring communication between all stakeholders to maximize the candidate experience.

They ensure an optimal onboarding process, adding value to the employer beyond simple recruitment.

Finally, they provide support to ensure the highest possible retention rate for hired candidates, particularly during the first year, which is the most critical. In-depth knowledge of the market allows consultants to provide sound advice to companies, while taking into account their situation and reality. To each his own headhunter, ensuring that the right match is made for both the company and the candidate.

Business partners

According to Kévyn Gagné, headhunters must first and foremost be business partners.

“Beyond the job description, the recruiter must be a chameleon, able to project themselves into the role of the hiring manager, understand their reality, their challenges, and the context in which they find themselves. And, at the same time, a conductor who coordinates with all the organization’s stakeholders to make the process as seamless as possible.”

The headhunter thus becomes an extension of the company, a trusted collaborator who adds value to the process. Kévyn adds that a return on investment is confirmed when he doesn’t have to filter through dozens of resumes, and when the headhunter presents him with a few well-qualified candidates thanks to the upfront work. These candidates stay with the company for the long term.

To achieve this, the consultant must thoroughly understand the organization’s history, its current situation, its long-term vision, its culture, and its employees. Each element, each clue is thus added to the information bank which will allow us to target candidates who will have the best chance of flourishing.

The Candidate Experience – So Important

By hiring a recruitment consultant, the company entrusts them with one of its most precious assets: the candidate experience.

Vincent Monet has had the opportunity to collaborate with headhunters, both as a manager and as a candidate.

“The recruiter must see themselves as a business partner for the candidate, understand their needs, and promote their talents and soft skills, beyond the resume and the tasks to be performed. They must first explore soft skills; soft skills will be assessed later in the process.”

According to Vincent, fundamental qualities are necessary to effectively support candidates. These include active and sincere listening, a personalized relationship, and the ability to have open, honest, and sincere discussions, through transparent feedback—not half-truths.

What will recruitment look like in 10 years?

As mentioned at the beginning of the article, recruitment has evolved over the millennia, but the last twenty years have been particularly significant. It wouldn’t be surprising, therefore, if the situation were to change again in 10 years.

Anne-Marie Doss anticipates certain trends that could accelerate with the new reality we are experiencing.

“People are increasingly working remotely, and some roles that don’t require proximity could sometimes be recruited internationally. Beyond databases, the globalization of recruitment will require recruitment specialists to have a more in-depth knowledge of markets and legislation.”

Anne-Marie highlights three essential aspects for recruiters when recruiting internationally: skills compatibility, integration with the local team, and cultural differences. These human factors are crucial to ensuring the success and longevity of the employee/employer relationship.

Recruiters will need to broaden their knowledge to better support employers and strengthen their attractiveness in a context of globalization.

My perspective?

I’ve had various experiences with headhunters, some of which were very enriching. Some were interesting human encounters, even if they didn’t lead to concrete results. I still remember these people and even keep in touch with them. Other experiences, however, are better forgotten…

When I was approached to join the ranks of this profession, I wasn’t very enthusiastic about the idea. The sector is saturated, with new firms every week, and the risk of such a change is high. Moreover, people’s perception of this role wasn’t very positive.

Why did I take the leap? After more than a year of reflection, I finally found what I was looking for in this new phase of my career.

A passion for people. A desire to help in a concrete way. Making a difference. Exploring and expressing my intrapreneurial side by taking risks. To contribute through the expertise, network, and understanding of Quebec’s industrial sector developed over 20 years.

And above all, to add my own touch:

• To offer a human and enriching recruitment experience, like the ones that have left their mark on me.
• To build lasting human relationships, well beyond the recruitment process.
• To surpass myself, both personally and professionally—to the point of pursuing a certificate in human resources management at HEC.
• To simply be myself and contribute to the future of the profession.

In summary, to each his own headhunter

Headhunters are partners for both companies and candidates. Trust is the foundation of this relationship, which can last for many years, even decades.

Listening, empathy, collaboration, communication, agility, and curiosity are among the essential qualities of recruitment professionals.

At Jump! Recruiters, we offer our headhunting expertise to help companies recruit the strategic talent they need. Don’t hesitate to contact us to learn more about our solutions tailored to your needs.