6 myths about headhunting

When I tell people that I'm a Headhunter for Leadership Positions, they often respond that this is a mysterious profession to them. There are quite some preconceptions about the world of Executive Search, some more true than others.

In this post, I'll share my experience and thoughts on some Myths about headhunting.

1.? ? ? Myth: All headhunters network at fancy business clubs

Reality: Perhaps some (still) do so, but most headhunters don't play golf and don't hang out at posh business clubs. At least, I don't.

I’ve built most of my network through the contact I’ve had with people (candidates or clients) when doing my job. For leisure, I prefer to spend my time on activities I genuinely enjoy, like cycling or exploring nature. Turns out, you can meet interesting people there as well!

2.? ? ? Myth: A good headhunter can work on any role

Reality: Maybe I'm not a perfect headhunter, but I can't work on any role. It took me years to really understand the domains that I work in (Tech & Product). To a large degree, this specific domain expertise is why my clients chose to work with me. And you can't be a specialist in everything, that's not how that concept works.

That's why I'll happily redirect requests that are not within my expertise to other headhunters, who are a specialist in the field of that request.

3.? ? ? Myth: Headhunters must have an old boys' network

Reality: Thankfully, that's not the case. I wouldn't be a headhunter if this was (still) true, for I don't have an old boys' network. Most companies nowadays prefer a way more open-minded approach, that includes potential candidates from all walks of life, not just the ones a headhunter knows from their fraternity.

4.? ? ? Myth: Headhunters should be at least X years old

Reality: There is no minimum age to start doing leadership hiring. Yes, building a truly valuable network and business acumen takes time. But some people gain skills a lot faster than others. If you feel you're ready for stakeholder management on leadership level, go for it.

5.? ? ? Myth: It's all about the right Job Titles

Reality: It depends. Some people are very tied to official job titles, both when considering job opportunities for themselves and when evaluating candidates. I've had candidates who would only consider a 'step up' in title, for instance moving from Director to VP. I've had a client who almost rejected a great candidate because she was 'only' an Engineering Manager, while they wanted a 'Senior Engineering Manager'.

Truth is, titles might reflect seniority when compared within a company, but they mean a lot less when used across companies. A manager at company X might have had bigger responsibilities than a Director at company Y. It's a headhunter's job to emphasize the scope and complexity of a certain position rather than its title. Only then can we really inform all parties about the actual level of the job or candidate.

6.? ? ? Myth: Leadership hiring is very different from regular recruitment.

Reality: there are certainly some differences, but I think there are more similarities. The biggest difference is that Leadership hiring usually addresses a specific strategic goal of the organization. A headhunter should be able to understand that strategy and connect this to what is happening in the industry, so they can target the right people. There is a lot more business acumen involved. Having said that; it's still about understanding positions, speaking to people, and connecting the dots, just like in regular recruitment.

Any myths left?

Headhunting doesn't have to be as mysterious as it's sometimes portrayed. I hope that I can contribute to a clearer understanding of my profession. Do you have any additional questions about headhunting? Share your thoughts and I'll try to answer!