Are you searching for the right headhunter for your company? In Belgium, hundreds of executive search firms offer their services, making it sometimes challenging to make the right choice. I am frequently asked to recommend a good headhunter when I have to decline a project, often because I lack the appropriate specialization or network. Just as a doctor can specialize, headhunters typically focus on specific market segments.
Besides the size of the firm and the language of your contact person, there are four key areas where executive search firms differentiate themselves, which can help you in your decision-making process:
- Specialization: Many executive search firms have a specific focus. This can be based on industry, function, or level. For example, there are headhunters who specialize in particular industries, such as pharmaceuticals or construction. Others focus on specific roles across various sectors, such as finance or IT profiles. Some exclusively operate at the management, executive, and board level. Freshfield falls into this last category, but we also specialize in higher-level sales and marketing roles. Discover our specialized services here.
- Full Service or Not: You can opt for a full-service firm that offers a range of services, from interim management and assessments to outplacement, training, coaching, and headhunting. This can be convenient if you’re looking for a one-stop-shop solution and want to build a long-term relationship with a strategic partner across all these services. However, if you only occasionally seek a new employee through executive search and don’t require these additional services, a headhunter who specializes in the profile you’re looking for may be more efficient. Alternatively, you might want to partner with the best expert for each discipline.
- Pricing and Fee Structure: There are various types of fee structures, some of which may depend on the success of the assignment and be tied to the candidate's salary. I discuss this in detail in my article "What Does a Headhunter Cost?" The price is important, but it shouldn’t be the sole deciding factor. Compare and seek clarification if you have questions.
- Reach – Regional, National, or International: If you’re looking for a Chinese director for your office in Shanghai, it’s best to contact the Belgian branch of an international firm like Hays, Korn Ferry, or Russell Reynolds. The Belgian consultant will assist you in finding the right candidate through their international network. Conversely, if you are looking for a Belgian manager, an international network may offer little added value. If your company is located in central Brussels, you would probably prefer to work with a local firm rather than one based in Bruges (and vice versa).
The Human Aspect: Often Decisive
Considering the differences mentioned above will get you far, but often, human aspects are what make the difference. Executive search is fundamentally a people business, so be sure to pay attention to the following elements:
- Chemistry: Is there a connection? Does the headhunter understand your needs and grasp what you’re looking for? Can they credibly convey the values and image of your company to candidates? Are they quick, accurate, and efficient? Do you share a similar temperament? You usually notice this in your initial contacts via phone or email or during a preliminary conversation. It’s important that you are on the same wavelength, as trust, good communication, and mutual understanding often form the key to finding the right candidate.
- Reputation and References: Has the headhunter placed similar profiles before? Have they worked in the same industry? Have you received recommendations from someone you trust? Have you ever been professionally approached by a firm for a comparable role? What references can the headhunter provide? Do your research beforehand or ask the headhunter about their track record.
- Headhunter Profile: Some firms employ consultants with backgrounds in psychology or labor sociology. In others, the headhunter has experience in your sector or has held a senior management position themselves. Consider which profile and level of experience best suit your needs. Also, look beyond the marketing and reputation, and inquire about who will specifically assist you. If you are a client of a large firm, there’s a good chance you’ll be assigned a junior consultant. In a smaller firm, you usually work directly with the managing partner. Which scenario are you more comfortable with?
Headhunters come in all shapes and sizes. Take your time to determine which type of firm suits you best. Compare options and consider a preliminary meeting, as the relationship between you and the headhunter is often critical. Review the terms of collaboration; don’t be swayed by a trendy website or marketing material, but choose a firm where you feel comfortable.
What do you pay the most attention to when choosing a headhunter? Have you had good or bad experiences you can share? Or do you have other tips for making this important choice? Perhaps you have questions? I look forward to your responses.
Jeroen van der Velde is Managing Partner at Freshfield Recruitment, a boutique executive search firm in Belgium. Contact Jeroen at [email protected] or check out our portfolio of headhunting services
