FAQ

'Many people consider Executive Sourcing as a polite phrase for Headhunting'



Q: " I don't agree with headhunting, it's not right to poach people "
A: We do not poach anybody. We present opportunities to people; it is the individuals choice whether or not to proceed. It is the same as if 'you' should by chance hear of an opportunity or see an advert and apply out of curiosity.
We simply take the chance out of the equation by presenting an opportunity directly in a confidential and professional way. It is a fact that the headhunt approach can enhance a persons career and add value to a Client company. At the end of the day a person will not make a move if they don't want to."


Q: " Headhunted candidates just use a job offer to get more money from their present employer !"
A: "We can fully understand why a client might say this. However, because of our careful and deliberate screening process this situation has never yet occurred with a headhunted candidate submitted by Birdellis."


Q: " I don't see how a headhunted candidate is necessarily better than any other candidate "
A: "A headhunted candidate is not 'necessarily' better than any other candidate. However, a candidate obtained through an agency or advert, or even a personal referral would be selected from a small percentage of the market place.
A headhunted candidate would be selected from, potentially, the whole of the available market. Therefore you stand a far greater chance of recruiting the best talent through the use of a professional headhunter."
Please consider the following: Would it be fair to say that some employees in your company are registering with employment agencies and responding to job adverts? Do these people represent the best of your employees?


Q: " Headhunters charge the earth and we'll have to pay up front "
A: "Our overall fees are in line with the top employment agencies and our service certainly doesn't cost any more than a comprehensive advertising campaign. We do not charge up front retainers and work on a contingency basis"


Q: " I get good people from advertising and agencies all the time so why should I use headhunters ?"
A: " It is true that good people can be recruited via adverts and agencies, but they do represent an extremely small percentage of what is actually available in today's market.
We believe that most of the top performers will not be actively looking for a career change. We select and introduce the best candidates available from the whole market, people that could not possibly be seen through agencies and adverts alone."


Q: " I'm not quite clear.... do you introduce both headhunted and actively looking candidates or just headhunted candidates ?"
A: "During a headhunt assignment people who are actively looking for another job inevitably become known to us.
We select the best talent available from the individuals we have spoken with, both actively looking and headhunted candidates. Historically, the short lists submitted to our clients have consisted entirely of headhunted people on nearly every occasion."


Q: " Agencies work well for me, personnel do all the agency liaison and advertising. Anyway, I haven't got time to give all the information to a Headhunter."
A: "We hear this comment frequently but ask yourself how much time you have wasted interviewing unsuitable candidates using this process.
All we need is an initial qualifying conversation with the decision maker that can be carried out on the telephone in about 10 - 15 minutes. If you are happy to proceed we can schedule a face-to-face meeting.
If you wish this meeting can be carried out at our premises on Bishopsgate to ensure absolute confidentiality. We can usually get all the information we need within an hour. After the meeting we guarantee not to waste your time with unnecessary telephone calls. We will only contact you for one of two reasons, either to present a short-list or if we require more information to enable us to locate people for you. Either way we will not waste your time.
We will approach and screen upwards of 50 pre-qualified candidates to short-list the best 2 or 3 for interview by a client."

<< back