Headhunting: Why it’s the best solution when job ads don’t work?
Kadi Mikson
Todays job market has become increasingly complex and dynamic. Companies often face the challenge of finding the right people to fill open positions. But when a job ads don't bring the expected results, it doesn’t necessarily mean there are no great candidates. The issue may lie in how you’re looking for them. More and more businesses are discovering that headhunting is the most effective way to reach top professionals and executives - including those who aren’t actively seeking new opportunities.
The limitations of job advertisements
Job posts are usually the first step for many companies when recruiting. They are simple and widely used, but they also have clear limitations:
- They mainly reach active job seekers.
- Highly specialized talent may not be among the applicants.
- If the posting is unattractive, the number of applicants will remain low.
- A long or complicated application process can discourage potential candidates.
When a job ad fails, the problem often lies in the method, not the talent pool. That’s where headhunting comes in.
What is headhunting and how does It work?
Headhunting is the proactive search for candidates. Instead of waiting for people to apply, the recruiter identifies those who best match the company’s needs and reaches out to them directly.
The headhunting process usually includes the following steps:
- Defining the company’s needs. What skills, experience, and personal qualities are required?
- Sourcing candidates. From databases, LinkedIn, professional networks, events, or recommendations.
- Personalized outreach. Not a mass message, but a tailored, individual approach.
- Personalized outreach. Not a mass message, but a tailored, individual approach.
- Matching. Bringing the candidate and company together to evaluate the potential collaboration.
Why choose headhunting over job ads?
1. Access to passive candidates
The best specialists may not be looking for a job, but they may be open to the right opportunity. Headhunting reaches exactly these people.
2. Accuracy and quality
Job ads often bring a large volume of irrelevant CVs. Headhunting, on the other hand, targets a smaller, pre-qualified group of candidates.
3. Faster results
Instead of waiting for applications, recruiters approach the right people directly, often speeding up the hiring process.
4. Discretion
If a company doesn’t want to publicly announce they are hiring a new executive or key employee, headhunting offers a discreet solution.
5. Competitive advantage
Headhunting helps companies secure talent that competitors may not have considered or reached.
Can headhunting and job ads work together?
Many assume that headhunting and job postings are mutually exclusive. In reality, they complement each other well. A public job ad attracts active candidates, while headhunting ensures that passive candidates are also approached. When combined strategically, the chances of finding the best possible hire increase significantly. This dual approach broadens the talent pool and reduces dependency on a single channel.
Employer branding and headhunting go hand in hand
It’s important to remember that headhunting doesn’t work in isolation. If an employer’s brand is weak, even the most attractive offer may fall flat. Strengthening your company image with clear values, a strong reputation, and a competitive benefits package makes headhunting efforts much more effective.
Why involve an external partner in headhunting?
Not all companies have the time or resources to run headhunting campaigns internally. That’s where a recruitment partner adds value. Experienced recruiters know where to look, how to engage candidates, and how to keep the process both discreet and effective. Especially for complex roles or urgent hires, involving a partner can provide a decisive advantage.
Conclusion
When job ads don’t deliver, don’t just wait and hope. Turn to headhunting. It’s a strategic, personalized, and proactive way to reach the right people - from passive candidates to top specialists who can make a real difference in your company’s future. Headhunting is not just an alternative to job ads; it’s an investment in long-term business success.
Frequently asked questions (FAQ)
1. What is headhunting and why is it used?
Headhunting is a recruitment method where a recruiter proactively approaches suitable candidates. It is especially useful when job ads don’t deliver results or when companies need talent with very specific skills.
2. When is headhunting better than job ads?
Headhunting is the best choice when hiring strategic leaders, rare specialists, or for roles that are critical to a company’s future success.
3. How long does headhunting usually take?
Typically 4–6 weeks, depending on the complexity of the role and the state of the labor market.
4. Is headhunting more expensive than job ads?
While headhunting may cost more upfront, it saves time and reduces the risk of hiring the wrong person. In the long run, it’s an investment with higher returns.
5. Is headhunting only for large corporations?
No. Small and medium-sized companies also use headhunting effectively, particularly when filling key positions.
6. Can headhunting and job ads be used together?
Yes, they complement each other. Job ads bring visibility and attract active job seekers, while headhunting targets passive specialists. Using both expands the talent pool and improves the overall outcome.
