Confused whether to utilize a social recruiting provider (social recruiting anbieter) or teaming up with traditional headhunters? While they both put you in touch with great talent what they do and what they excel at is very different. It is important to understand these differences in which to make the best decision for your business.
Traditional Headhunters: The Well Worn Path
In the past traditional headhunting firms which is to say executive search firms have been mainstays in the field of talent acquisition. They use mainly their own networks, databases and do direct outreach to find candidates out. Also, they may put in the time to build relationships which pays off in finding the right person for the job. They do in depth research on candidates and also may take care of the full recruitment process in privacy.
Pros
- Extensive Networks: Years of relationship building which in turn provides access to a large pool of experienced professionals.
- Confidentiality: Ideal for those undefined or surprise roles.
- Full-Service Approach: Usually take care of everything from the initial search out to offer negotiation.
Cons
- Higher Costs: Their fees are from a percentage of the hired candidate’s salary.
- Slower Pace: The process is in great detail which can take more time.
- Limited Reach: May not have access to a very wide and diverse range of talent.
Social Recruiting Agencies: The Current Approach
A social recruiting firm also uses social media tools, online communities, and digital marketing to identify and interact with possible candidates. They study online behavior of tech and gaming professionals, proactively in those online forums and in building their employer brand. Thus, they are able to access a larger and very diverse talent pool which includes passive candidates that may not be using traditional job search methods.
Pros
- Wider Reach: Access to a large talent pool that is very much active online.
- Cost-Effective: Often have very flexible fee arrangements compared to traditional headhunters.
- Faster Turnaround: Can post job openings wide and fast to large audiences.
- Employer Branding: Help us grow your online footprint which in turn will attract candidates that fit your culture.
Cons
- Volume Over Exclusivity: Present a larger pool of candidates, which in turn requires more in depth screening.
While as they evolve they tend to hold in mid level and specialized roles.
Choosing Your Recruitment Ally
In the end what you choose is based on your particular requirements. If you are after a senior level professional with a very specific set of skills and you value confidentiality, a traditional head hunter is the way to go. But if you are looking to staff many different roles, to build up your brand in the tech and game communities, and to access a larger pool of talent which may also include passive candidates, a social recruiting company may be your best bet. Also, we are seeing a growth in the use of a hybrid approach which in fact is a combination of both methods and is proving to be at the same time very effective.