Nowadays, people are wrapped up in work too much that they forgot “you are more than your job”.
Looking for a new job but having zero luck getting hired can be, put it lightly, incredibly demoralizing.
As it turns out, “the data supports the conventional wisdom,” said Dan Witters, a principal and research director at the Gallup National Health and Well-Being Index.
While research shows that people experience an increased sense of well-being just after losing their jobs, that trend reverses if they’re still hunting after 10 to 12 weeks. On top of the obvious financial stress that comes with being unemployed or underemployed, these groups also suffer from worse physical health, with rates of depression rising among the unemployed the longer they go without finding work.
The solution to job-search depression isn’t as easy as hitting the pavement and sending out more résumés. Even strong candidates aren’t guaranteed success, creating “this constant uncertainty of not knowing when the job search will end,” said Michelle Maidenberg, an adjunct graduate professor of cognitive behavioural therapy and human behaviour at the Silver School of Social Work at N.Y.U. with a private practice in Harrison, N.Y.
Dealing emotionally with this sort of adversity is a skill few of us have been taught, and it requires building new habits in our personal lives.
If it feels as if your well-being is on hold while you focus on bigger things — like a job hunt — consider this: The emotional and mental health outcomes of unemployment can create “a feedback mechanism where the longer you go, the harder it is on your emotional health,” Mr. Witters said. “The worse your emotional health is, the harder it is to find a job.”
Whether you’re suffering from job-search depression or happily employed, learning the coping mechanisms needed to deal with things like uncertainty and loss of control will always come in handy, Dr. Maidenberg said.
1. You are more than your career
“So much of who we are is wrapped up in work, but you are more than your job,” said Alison Doyle, a job search expert at the Balance Careers, part of the Balance family of sites, which offer advice on such topics as personal finance, careers and small business.
When people imagine job-search depression, they often attribute it to financial instability and frequent rejection, but it turns out that “identity is a much bigger piece of the puzzle than people had previously thought,” said Dawn R. Norris, an associate professor of sociology at the University of Wisconsin-La Crosse and the author of “Job Loss, Identity, and Mental Health.”
“In fact, many of the people in my study said it was the most important thing to them, even beyond financial problems,” she said. Those who listed financial concerns as their top source of stress often cited a perceived loss of identity as a close second.
The perception that we are our work is a major reason the job search, and receiving constant messages that we aren’t who we think we are, is so distressing.
“If your identity is threatened, you need an identity-based solution,” Dr. Norris said.
The solution: Recognize that your personality is made up of a diverse range of experiences, interests and values — not just your employment status — and “have other areas in your life that you can lean on as a source of joy and confidence.” This is pivotal to coping with job loss, Dr. Maidenberg said.
2. Treat job hunting like a job
Besides the loss of income and identity that can come with being out of work, there’s also the loss of day-to-day structure. Sending out emails while wearing sweatpants on the sofa might seem like a fantasy to some, but after a while, the loss of scheduled time can lead to feelings of anxiety, depression and disconnection, Dr. Norris said.
The solution: Create structure for yourself, both inside the job hunt and out. Setting strict office hours can help keep the search from bleeding into every area of your life, with deadlines pushing you to work more efficiently. Simple rules, like a “No LinkedIn after 6 p.m.” policy, or a mandatory lunch hour, will give you the space to focus on other interests and relationships and mentally recharge.
The stress of a job search can also make people feel as if they don’t deserve down time, but working overtime and pushing to the point of burnout will only exacerbate feelings of isolation and negativity. This can have an impact on both your mental health and your job prospects, Mr. Witters said.
“It’s a feedback mechanism where the longer you go, the harder it is on your emotional health,” he said. “The worse your emotional health is, the harder” it can be to successfully chase down job leads and dazzle interviewers.
3. Set yourself up for some wins
Mr. Witters said research showed that setting and reaching goals had a strong inverse relationship to depression.
“If you’re out of a job, one of your goals is going to be to find one,” he said. “That is a goal that is going unrealized.”
The solution: Whether you plan to send out a certain number of cover letters, or accomplish something that’s totally unrelated to your job search, try to “do a few things outside your comfort zone that are still achievable,” Ms. Doyle said. Doing so, she added, can make you “feel much better about yourself.”
Avoiding the temptation to set overambitious goals is especially important, she said, since failing to accomplish them will negatively affect your well-being and can even slow your overall progress.
While it might feel hard to appreciate smaller successes, especially if they seem mundane or aren’t directly connected to the job hunt, the power of small wins means these moments can have a major impact on our mental and emotional health.
4. Learn new skills
The stress of the job hunt can make it easy to miss out on the benefit of unemployment: more free time.
The solution: “Look at the time in a way as a gift,” said Ms. Doyle, who recommended volunteering or taking free online classes.
Though using your free time to pursue new hobbies and skills “tends to bite the dust when you’re focused on finding a job,” Mr. Witters said, “there is a good inverse corollary to depression and learning new and interesting things.”
This can also be an opportunity to explore hobbies that you were too busy to nurture and probably won’t have time for once you land a job, Dr. Maidenberg said. Trying out new things and discovering other talents and interests can help us strengthen our identities and enjoy new sources of fulfilment.
If you’re interested in pursuing activities that relate to your professional skills, keeping your résumé up-to-date isn’t the only benefit, Dr. Norris said. “Depending on what aspect of your identity is threatened, finding something to do that’s similar enough” — a former manager could coach children’s sports, for instance; a laid-off E.M.T. might take a public safety course — can help reinforce the feeling that you are still the same person you were before, she said.
5. Stay social
One of the best ways to take a mental break from the job search, and to reaffirm the parts of your identity that don’t have anything to do with your career, is to spend time with family and friends, Dr. Maidenberg said. It’s also a good way to combat the isolation that many job seekers face.
Putting yourself out there isn’t always easy, especially given that there’s “definitely a stigma” around unemployment, Dr. Maidenberg said. Research shows that the long-term unemployed spend less time with family and friends, and embarrassment can contribute to people avoiding social interactions, Mr. Witters said.
If you’re finding it hard to socialize, start small, Dr. Norris said. Online communities and support groups are good places to start, as are clubs and networking events in your area. Just asking a friend to join you for coffee can help.
If you’re having a hard time prioritizing your health during your job search, go one step further and ask a loved one to act as your accountability partner, Mr. Witters suggested.
“Having someone who’s encouraging you to pursue a healthy lifestyle and to be a better version of yourself,” he said, “helps alleviate the sense of loneliness and isolation and pessimism and despair that can come from prolonged unemployment.”
And if people ask what you do for a living?
“It’s fine to say, ‘I’m looking for my next opportunity,’” Ms. Doyle said. “The average person changes jobs nearly 12 times in their career, and not all of those changes are voluntary.” She added that “almost everyone’s lost a job, and people love to help people.”
Most importantly, she said: “Don’t feel bad that you’re unemployed, even if it’s your fault. It can happen to the best of us. You are not alone.”
On 16 May 2019, after 5 years entering Vietnam, the France biggest retailer Auchan has officially announced to withdraw from Vietnam. The brand will sell all of its stores to an unpublished partner after a long period of time not making profit.
Beside of some “not very good” image of Vietnam’s consumers in the last days of this supermarket chain. The act of this brand with their employees in the transition times has made the public to think back about company culture in general and ethical of the HRM in particular.
So, what happened?
Reasons leading to Auchan’s fail in Vietnam?
Founded in 1961, with headquarter in France and working in many industries include FMCG, commercial retail, real estate, banking, e-commercial, etc.
In general, there are three main reasons lead to the fail of Auchan in Vietnam.
Since 2012, Vietnam witnessed the invading of a series of retailers and large brand entering Vietnam.
The competition for market share in Vietnam become more brutal with the strong investment of brands from Japan (AEON), Korea (Lotte), Thailand (TCC Holding – Mega Market), Vingroup (Vinmart), etc.
This leading to a decreasing in sales revenue and brand’s awareness when Auchan have to change their brand’s name 2 times (from S.mart to Simply and final is Auchan) before closing.
In 2014, Auchan entering Vietnam and starting their business by collaborating with big real estate company to build supermarket inside their building, apartment.
At the beginning, this seems to be a very smart move when Auchan can take advantages from the residents of the building. But in return, when located inside apartments, it’s will be very difficult to approach consumers in a far distance.
Moreover, the customer segment of Auchan is middle to high level. While GDP of Vietnam is still low (below 2.500 USD/ people), if Auchan comes to Vietnam in 7 -10 years later, when the GDP increased to 5.000-7.000 USD/ people, that would be a different story.
One more reason, is Auchan’s brand awareness. With Vietnamese, products from U.S or Europe are earn the hashtag of “best quality”. But Auchan cannot take advantage of their country’s brand name. Which has been used very well by Thailand, Japan and Korea brands.
The retail trending of Vietnam is combination forms of entertainment, eating and shopping in one place like AEON Mall, Lotte Mart, Vincom.
The individual market will hard to compete, one realistic example is Parkson Mall of Malaysia which have to withdraw from Vietnam in 2018 after 13 years entering this market.
Humanity and integrity withdraw
In recent days, the “online community” of Vietnam has had very good feedback on the action of Auchan leaders board when they are helping their employee to redirection their job after the announcement to close the company.
Particular, the Human Resources Director of Auchan – Tran Phuoc Tuan has written a letter on LinkedIn – the biggest social network for job search and recruitment – to call for assistance in looking for job for his employee. Mr.Tuan also posted a Google docs link to help employers to share their recruit positions.
The Auchan’s director – Arnaud Bouillet – also give his feedback and recommendation for his employee and sharing their CV to his network.
This kindly act had lead to the call to support Auchan’s three remained supermarkets. Although all of the brightness situations, the sadness is that they still keep the plan to withdraw from Vietnam in June.
For people who following the “value investment” style of Warren Buffet, then in Auchan case, the brand value of them has shown through the way they treat their employee when it comes to an end. Because it is more important than the way the company treat their employee when it’s on the growing peak.
If Auchan comes back to Vietnam one day, I believe they will be very welcome by customer and candidates who looking for job.
Recently, Forbes 100 has recorded the world’s youngest ever self-made billionaire title is just swapped from Mark Zuckerberg (CEO, Founder of Facebook) to Kylie Jenner (21 years old).
According to Forbes estimated Kylie’s Cosmetics (a cosmetics company of Kylie’s) value is over $900 million based on the last year grew revenue and market cap of the booming makeup industry. And Kylie Jenner owns all of it, add with the cash she already pulled from the profitable business. The 21-years-old is now the billionaire, with an estimated fortune of $1 billion.
So, who is Kylie Jenner? What made her a billionaire?
Making money from 10 years old
Kylie Kristen Jenner was born on August 10, 1997, at Los Angeles, California, U.S with parents are both television personality. Kylie is a model, celebrity, television personality, fashion stylist, creator, designer, actor, singer and entrepreneur.
Kylie Jenner starting her career very soon when she first started her reality television series “Keeping up with the Kardashians” (one of the longest-running reality television series in the U.S ) on E! (an American pay television channel) in 2007 when she’s only 10 years old.
From 2007 – present, Kylie has participated, performed and starred over 11 television reality show, with over 187 episodes present, and is the main cast in 158 episodes. Kylie also joined in 8 music video, and play a role in the “Ocean’s 8” movie in 2018.
All those activities are a premise for Jenner to build up her businesses based on her reputation.
Kylie’s business career started in 2012 when she’s 15 years old. Kylie collaborating with the clothing brand PacSun (Pacific Sunwear of California Inc.), along with her sister Kendall they create a clothing line name “Kendall & Kylie”.
In July 2013, the Jenner sisters launched a jewellery line with Pascal Mouawad to create the Metal Haven by Kendal & Kylie jewellery collection.
In February 2014, she and Kendall launched a shoe and handbag line for Steve Madden’s Madden Girl line.
Although pretty success with her businesses, but all of these brands are not bring her to the title of “world’s youngest billionaire”.
In August 2015, Jenner announced she would be launching her lipstick line under the name Kylie Lip Kit and renamed to Kylie’s Cosmetics in February 2016. Also in this year, the number of kits produced rose from an initial 15,000 to 500,000.
Jenner invests more on the marketing and brand awareness of her brand beside of her reputation. In March 2016, Jenner released a 3 minutes promotional video directed by Colin Tilley and starring models Karin Jinsui, Mara Teigen, and Jasmine Sanders.
She also introduce her brand through many reality show with a million of audiences (both online and offline) with a fee of $0 for she is invited.
In June 2017, Jenner released 2 new cosmetics sets in collaboration with her sister and unceasing cooperation to launch a new product line with other celebrity, designer, model.
In 2018, Kylie’s Cosmetics recorded the sold of over $630 million worth of makeup product. Which rise the company value up to $900 million and making Jenner into the Forbes 100 list.
Kylie Janner may only 21 years old, but Up to May 2019, she has presided a business portfolio of 66 product line, brand, show, and music. And this number is constantly increasing over year.
Although there are disagreements about the “self-made” title of Jenner because of her background. But there are points that we can not deny: She is brilliant, and have to work very hard to earn this result.
More over, how many people of us can make $1 billion when we at her age without inheritance?
Recently, the founder of Huawei – Mr. Ren Zhengfei in an interview on Bloomberg Television admitted that the sanction of U.S on Huawei can strongly affect the production line of them.
But he also affirmed that the sanction cannot destroy the smartphone business of this brand. And in future beside of developing their own software platform, looking for new suppliers, Huawei will also get back to the market and will even “not selling their products for the U.S”.
So, what makes Huawei so confident?
Market share in China
According to the South China Morning Post, after quarter I-2019 the market share of Huawei reached 34% per cent and leading the market. While other producers like Apple, Samsung and Oppo have a market share in turn: 11.5%, 1%, 19.6%. Moreover, Huawei has a plan to grow to 50% at the end of 2019.
The smartphone market of China recorded the amount of 1,1 billion mobile phone users and the market value of 66,8 billion USD with the increasing rate of over 15% each year according to Statista quarter IV-2018 report.
With the backing of the government, a high-value market share in the world’s largest mobile market (over 50% global market), and a very strong financial potential go with technology. The sanction move of U.S may activate the independence of Huawei and stimulate its innovation.
Plus, in recent years, the Chinese’s companies has succeeded in making people think back about internal technology products. Before, Chinese people always believe that local companies can only be good with low-end products or houseware products.
Although claiming that he’s not the politician, but Mr. Ren Zhengfei cannot deny that the rapidly growing of Huawei have a very tight connection with the Chinese government. In the past, the very first global contracts of Huawei to build the telecom infrastructure in Africa come from orders of government.
Recently, the allegations of U.S and its allies for Huawei spying activities via their 5G telecommunications equipment also prove the thesis about the relationship between Huawei and the Chinese government. You can learn more about Huawei history on Wikipedia.
The U.S’s sanction may slow Huawei’s production down but U.S and Europe are not the only ones have a technology to create chipset. One of the biggest competitor of the U.S and its allies – Russia is still silent since U.S-China commercial war begin. Huawei in particular and the Chinese government in general may get close with Russia, and this alliance is not what U.S and its allies may like.
Moreover, according to CafeF if China closes its gate with Apple in China, this brand will lose 1/3 its global sales. And stop providing services and devices to Huawei is also a large damning to the U.S and its allies brands.
With the taut situation of the China – U.S commercial war right now, no one can make sure anything.
Agree or not, the truth is that Huawei is still the biggest private company in China. The last year sales revenue reported of Huawei has over helm Alibaba and Tencent.
gree or not, the truth is that Huawei is still the biggest private company in China. The last year sales revenue reported of Huawei has over helm Alibaba and Tencent.
With all the advantage in finance, political and technology, the fall of Huawei is impossible. Not to mention that the Chinese government will not allow Huawei to fall, for millions jobs Huawei create for this country and the revenues from tax of this company.
Similarities/ Differences, Pros/ Cons between Headhunter & Recruiter.
Other definition and information about HR industry.
What do we have inside this article?
There are many posts and articles on the Internet about Headhunt and related topic. But most of them are talking about individual topics or just briefly explain a single problem.
This article will gather knowledge and information as many as possible and put them in one article.
>> Before reading, I have some notes for you:
This is a LONG article, do not scroll down if you are a lazy reading!
Because I will explain very detail every topic that I mention in the article.
This article is based on my own experiences and aggregate from the Internet so there will be mistakes and omissions. I will edit and upgrade this article frequently so you can follow up and reference.
Inside the article are sub-contents that explain relate definitions which I cannot write all of them in the article.
If you want to contribute ideas for the article, please feel free to drop a comment below. I will collect ideas and use it to upgrade the article.
The last thing, I hope this article can become a handbook for newbie to lookup or reference whenever you need to find HR information.
In HR industry, Headhunter and Recruiter are two employees working in two completely different organizational structures.
While Headhunter working for Headhunt company, then Recruiter is company’s recruitment employee.
The relationship between Headhunt company and recruitment need company is the relationship between Agency and Client.
>> Definition of Agency and Client in HR industry
Simply, Headhunter is a third party hired to searching candidates for other companies. And Recruiter is the company’s employee who’s in charge of finding candidates for the company.
However, the final purpose of both Headhunter and Recruiter is to find the right candidates on the market.
>> Where should I start my HR career path?
The relationship between Headhunt company and the company needs to hire employees is the win-win relationship (both sides have benefits).
But between Headhunter and Recruiter is a more complicate story. Sometimes it’s a partner relationship, sometimes it’s a competitor relationship.
>> Relationship between Headhunter and Recruiter
1. What is Headhunt?
Headhunt is “outsource recruitment department” hired by companies that have demand for hiring employees. Depending on the characteristics, strengths and company structure, each Headhunt company will focus on a segment of its own depth.
Headhunt companies offer a wide range of HR related services including ESS (Executive Search Selection), Retained Search, HR consulting, Training, Career Transition …
Headhunt companies call their customers Client. While companies using Headhunter service considered Headhunt company as Agency.
How many types of service a Headhunt agency have? And what are there? >> 8 basic types of services that a Headhunt agency have
Simply, in a company, there are a lot of departments and Human Resources is one department in it.
Besides the recruitment responsibility, the HR department also do many other tasks such as check attendance, salary calculation, health insurance, social insurance, etc.
Because taking many responsibilities, the HR department is hard to optimize one single array. That’s why we have HR Consultant services and Headhunt is one in it.
>> What is HR Consultant?
So, are there differences between Headhunt companies?
The answer is YES.
Nowadays, with the rapid growing frequency of the market, go along with the demand to recruit high-level employees recruitment. There are a lot of Headhunter companies are raised.
To classify between Headhunt companies, we can divide them into Categories and Function.
Categories: FMCG, Manufacturing, Oil & Gas, IT, Mass Recruitment, etc.
Segment: Fresher -> Junior -> Senior -> Manager -> Top C (CEO, CFO, CMO,…) etc.
Why do companies need Headhunter while they still have Recruiter?
If there are supply there will be demand and either opposite.
Although have private recruitment department but it’s not always possible for companies to find “right person at the right time”.
Three reasons that make companies need Headhunter.
1. Save times:
Many high-level and strict requirement positions need a lot of times to plan and budget to recruit.
While working with Headhunt agency things will be easier and simpler to enterprises. The entrepreneurs only need to give a detail brief and timeline to Headhunter and let them do their professional work.
>> Basic working process between Headhunt agency and Client
2. Save money:
Although have to spend fee when using Headhunter service. But if controlled wisely and planed well. The use of the service will bring back a big save to company.
Knowledge: Maybe it’s sound weird when the company’s recruiters don’t have to do anything. But beside of that, recruiters will have a chance to work with professional Headhunters in multiple segments and can learn a lot from them. The same thing happens with marketer at the client side, every time attend in an agency’s pitching they can learn the way they are working, ideas.
Save recruitment fee: Instead of putting effort and money out to recruit or running a campaign to find candidates that the results may be uncertain. Headhunters only charge you when you find the right candidate.
Save project: Imagine if you were running a project urgently and needed supporter immediately, but the Department of Human Resources cannot guarantee the recruitment progress to run on time. In this case, the Headhunter service will be your saviour.
>> Finding right people can save a whole project
3. The potential of Headhunt companies.
Besides the large amount and professional staffs, what makes the power of Headhunt companies are network and database.
With a wide network of professions, multi-industrial and from candidates who have been successfully introduced good positions. Plus the number of candidates records accumulated over the years and constantly increased through searching.
As a result, Headhunt companies always get a macro view of the transition of human resources in the market and know exactly where to find the right people.
With these “weapons”, surely the potential of a Human Resources department cannot be compared to the strength of a Headhunt company.
>> Why Companies’s Leader afraid of Headhunter?
Disadvantages when enterprise use Headhunt services
Everything has the other side of the coin. Although convenient and helps solve many problems, using Headhunt service still has some disadvantages.
Money: Yes, it’s always the largest concern topic of the enterprises. Like I mention above, Headhunter service can only bring benefit when controlled wisely and planed well. If don’t have an accurate understanding about the service and choose the exact type of service that needs at the moment. Companies may have to pay an additional fee or waste of times but the result is not as expected.
Efficiency: If even the low-level and non-demanding positions cannot be undertaken by the Recruitment Department. The company should review the effectiveness and operation model of the HR department. Moreover, using Headhunt service can’t always be absolutely guaranteed. Except using the Retained Search service (which I will mention later below), it is normal to have a Headhunt “quit” from a project.
Dependency: Headhunt service should only be used when the company really needs human resources immediately. As a leader, you will definitely not want to pay for the HR department while still have to hire outside services all day.
Abuse of outside services also causes internal Recruiter to lose skills due to not practising regularly. And because there is no pressure for KPIs, they will not be able to develop and improve their professional experience.
2. Who is Headhunter?
Headhunter is employees of Headhunt company. The main responsibility of Headhunter is to search for candidates according to Client’s brief or request from Business Developer, Account Manager.
What are the main responsibilities of BD (Business Developer) and Account in Headhunt agency?
Headhunters are distinguished and managed according to Function and Segment.
Two common Headhunter management models
1. According to Function
Each function will correspond to an employment category that the company is serving. This will help Headhunters to focus on their strengths and not be distracted when searching for too many candidates in different positions at one.
However, if you want to advance and go far in the role of a Headhunter. You have to go through many functions and be able to handle all functions.
As you can see from the diagram above, only when a Headhunter can handle all functions (Others) that Headhunter will able to advance to the highest position.
What interesting with this model is that the Freshers usually starts from the general function. After having enough skills they will choose a function they like or most advantage. And after mastering your function, to advance a higher position, they have to return to the original synthesis function. What an interesting loop right!
2. According to Team
In addition to the functions model, some Headhunt companies also use a self-managed team division system and have a leader reporting directly to the Manager / Director.
Different from the function model, Headhunter will search for candidates according to the field they are assigned (sales, marketing, accountant,…). For the team model, when BD earn a contract, Headhunter will split the job and search candidates by any Client’s demand (brief).
With the team division model, the promotion path will be more difficult. Because not only need to have good performance in the headhunter role, you also need to understand the process and working methods of BD, Account, Finance, Legal to be able to be a Team Leader.
But in return, those who can be a Team Leader will often have extraordinary skills, knowledge and leadership. Which will help them go further to the “top C” positions.
Three basic service segments of Headhunter on market
The “segment” here is the candidate segment that Headhunter searching.
We have three main segments:
In differences segments, there are differences difficulty and demand.
Is a recruitment method for a large number of candidates. Mass recruitment requires Headhunter to have candidate screening experience and speed CV rating.
Because not only have to recruit an enormous number of candidates but also has to guarantee about the quality, Mass Recruitment is suitable for those who are agile and good information capture. But in return, Mass Recruitment does not require too much about experiences and major expertise of the candidate.
Also know as Executive Search Selection (ESS) is the most popular Headhunt service. And also the most competitive segment of human resources on the market.
To be able to interview a candidate from Senior -> Manager beside of self-experience and skills, Headhunter also have to has the knowledge of the candidate’s working industry and understand the Client process to find the right audience.
Although the difficulty level is higher than Mass Recruitment but also the commission of Contingency Search is also much higher.
For both Mass Recruitment and Contingency Search, Client only has to pay after they hired the candidate.
Retained Search is a Headhunter service that employers must pay a fee in advance to Headhunt company to start the contract.
Headhunter, on the other hand, must commit to finding suitable candidates for a certain period of time or follow the contractual arrangements. Retained Search is the hardest and has the highest fee in Headhunt service segment.
Because at this segment, the candidate is senior personnel from Manager -> Top C (CEO, CFO, Director, …). In order to convince the candidate, Headhunter, besides being extremely ingenious and knowledgeable for the industry, the relationship is also an indispensable factor. Because at the very first steps of access and gain candidate’s trust are already a challenge.
Binds and profits of Client / Agency when using Retained Search service
A contract of Retained Search may take from 6 months -> 1 year to be done.
Due to the bindings between the two sides, the Retained Search contract negotiation also takes a lot of time.
On the Agency side, they were forced to complete the project under the timeline agreement. Because with Retained Search, Headhunters are received a part of contract costs before starting searching, not like Mass Recruitment or Contingency Search – the services only charge after the Client has recruited a candidate.
On the Client side, they were forced to work independently with only one Agency throughout the project and prepay a fee (20-40% contract). This means that the Client must put all beliefs as well as accept their risk in the selected Headhunt Agency.
However, every effort will be rewarded with sweet result.
On the client side, the completed project will bring them high-quality personnel according to their needs. The person who might change the future or success of the whole company.
On the Agency side, when completing a “hard to swallow” project like Retained Search. In addition to having a loyal customer, reputation and prestige are things that every Agency are looking for. Plus, the service cost of a project Retained Search is also a huge revenue for the Agency.
Generally, no matter what Categories or Segment, the skills and qualities that any Headhunter needs are:
>> Traditional interview and Behavior interview
3. Who is Recruiter?
Recruiter is the one who seeks and convinces candidates to work or become members of their companies/ organizations.
Recruiter’s searching target depends on the needs and requirements of the candidate’s ability.
Unlike Headhunter, Recruiter is distinguished by categories.
Three ways to recognize a Recruiter?
Although working in the same HR industry and having the same goal of finding the best candidate in the market. But Recruiter and Headhunter are completely different in both essence and working process.
1. Working for company/ organization
Recruiter is an “internal employer” and only works for one company which pay them salary monthly.
Because of the fixed monthly salary, Recruiter’s productivity and efficiency are not comparable to Headhunter. The person whose main income comes from commission. But in return, Recruiter is the one who understands the most about work, culture and company policies.
2. Directly offer salary and decide to recruitment
Unlike Headhunter, although the appropriate candidate has been found, the final result is still decided by the Client. Except for senior or important positions. In most cases, Recruiter is the one who directly offers salaries and decides to recruit the candidate or not.
Therefore, when interviewed directly by Recruiter, you will be answered directly about the results or have a specific response time.
In addition, interviewing with Recruiter usually the last step, not the intermediary like Headhunter.
3. Working in a specialized categories
As mentioned, Headhunter is divided by function and Recruiter divided by categories.
For easier to imagine:
A longtime Headhunter can recruit a senior position (A) of any industry.
A long-time Recruiter can recruit all positions of an industry (A).
Limitations of Recruiter
1. Do not have an overview of the market
Because of their focus on the company, most Recruiters neglect the outside market. Recruiters are very well aware of their company, culture, system and data. However, the “good” candidate has never been enough. Sometimes the suitable candidate is coming from another industry. So Recruiters should build relationships with other company’s Recruiter / HR to expand their data, relationship network and have an overview of the market.
Moreover, having a panoramic view of the market also helps Recruiter offer the salary rate more exactly. In addition, you can also build Mastermind Group for yourself.
>> What is Mastermind group?
2. Data and Network
A Recruitment department certainly cannot compare about the data potential with a Headhunt company both in quantity and quality. Plus, technology also one of the reasons make the data of Recruiter could not be equal to Headhunter. For sure, the cost of investing in a department cannot be equal to the investment cost of a company.
Another drawback of Recruiter is the network.
With Headhunter, especially in the high segment, their network not only from relationships but also from their candidates – people that keeps important positions of companies introduced by Headhunter.
In contrast, when an employee decides to quit a job, they often rarely to keep in touch with the former company HR.
Due to the above limitations: limited industry, data, network, technology, Recruiter’s processing and searching speed is also limited compared to Headhunter. In addition, the number of staffs is also the reason why Headhunter’s speed is faster. Compare Recruiter and Headhunter will be like comparing a “team” against an “organization”!
4. Differentiate Headhunter/Recruiter
After reading everything I wrote above, I believe you have already know the answer. Let’s synthesis information again.
Pros and cons:
If you make it here, congratulation, you are not the lazy reading.
So, you have got the most basic pieces of knowledge to be able to understand and choose your career path in the Human Resources industry.
The world changes day by day, so it is easy to understand that the content of this article will become obsolete one day. I will continuously come back to edit this article to make it always up to date as much as possible.
In the following section, I will write about the dark corners of the human resources industry in general and Headhunt in particular. In that article, I will also summarize the sharing and practical experience of seniors in the industry.
Waiting for my “HR the untold stories” series!
Related sub-contents inside the article should be read (I’m still working on it):
Definition of Agency and Client in HR industry
What is HR Consultant?
What are the main responsibilities of BD (Business Developer) and Account in Headhunt agency?
Traditional interview and Behavior interview
What is Mastermind Group?
Thank you for taking times to read the article. Please comment below to contribute to the article. Or just simply to let me know I didn’t waste my times write this article.