Most headhunters are not candidate sourcing or recruiting research experts. Headhunters would rather focus on “more important” things like reeling in the next client. There’s a reason . . .
The first dumb thing that recruiters do is treat passive candidates like active ones, a stance that mistakenly presumes intense interest, if not desperate need, for the job. However, I would add recruiters who do want to treat passive candidates differently often lack the right tools.
Recruiting research firm, such as Intellerati, are positioned as an alternative to traditional executive search firms: they take a data-driven approach to recruitment, making the process smarter.
Cost is one of the top questions that executive search buyers have when they have an important opening to fill. The problem with answering the question is that there are so many kinds of search firms and recruiting services available that executive search prices vary wildly. However, I can give you a sense of what companies typically spend on an executive search by sharing common price ranges of various executive search services.
So what does this have to do with recruiting? Everything. Research, real research, is not a name, or a Google search term, or a LinkedIn connection. It not a job board, or a tracking system, or a database full of resumes. Rather, research is the thing by which we harness the power of our Age of Information.