- The pandemic accelerated digitalization, causing the Philippine professional landscape to shift.
- Employers and employees must keep up with the unpredictable and evolving industry trends and market conditions.
- Headhunters close skill gaps, enhance diversity and inclusion, and ensure business success with skilled employees.
- Although technology can quickly browse thousands of resumes, it can’t replicate a headhunter’s human touch.
- Headhunters don’t just aim to recruit suitable talents but retain them.
According to the World Bank (2023), the Philippines had steady economic growth, structural transformation, and poverty reduction before the pandemic. However, the COVID-19 crisis presented barriers and restrictions that hindered the country’s progress.
As the world enters the recovery phase, the Philippines is making strides to improve its labor conditions and promote the creation of high-quality job opportunities. As NEDA Secretary Arsenio M. Balisacan shared, “The strategy begins with attracting more investments, especially in infrastructure and improving the regulatory environment. These interventions will improve the competitiveness of the entire economy and result in greater investor interest in other industries.”
As a result of the pandemic, accelerated digitalization has also transformed talent acquisition. From virtual interviews, behavioral tests, and skills assessments, technology has challenged employees and employers to step up their games.
The post-pandemic job market has been unpredictably evolving and headhunters need to keep pace with these changes. After all, they shape the local workforce in more ways than one.
What are headhunters?
If you’re new to the scene, you’re probably asking yourself, “What’s a headhunter? Is it the same as the typical recruiter?”
Like a recruiter, a headhunter is an individual or company that seeks potential candidates for available roles. But instead of waiting for applicants, they approach high-level job seekers and employed professionals.
More often than not, headhunters specialize in specific industries—making it easier to find candidates with the necessary skills for executive positions. They often negotiate and persuade individuals to move to their client’s company by adjusting salaries and benefits.
Related Reading: Executive Headhunters: Friend or Foe?
Even if they don’t directly hire talents, headhunters undeniably shape the growth of a business and the local workforce. Here’s how:
1. They identify and close critical skills gaps.
Headhunters work closely with hiring managers and other stakeholders to learn the required and desired qualifications. With this information, they can focus on certain universities, companies, or industries known for those skills.
After conducting market research, headhunters thoroughly evaluate potential candidates. They can guarantee these individuals possess critical skills and practical knowledge through interviews, assessments, and reference checks. At the end of the day, headhunters aren’t just all about filling positions but fulfilling potential and shaping the future.
2. They enhance diversity and inclusion.
Headhunters seek out individuals by tapping into various sourcing channels, including events, social media platforms, and professional networks catering to diverse communities. They attract a pool of candidates by discussing and creating job descriptions in an inclusive, free-of-bias language.
Headhunters also educate hiring companies regarding the importance of diversity and inclusion, like enhanced creativity, innovation, and employee engagement. By offering equal opportunities, the company can also aid in representing different demographics in the Philippine workforce.
Related reading: Why Diversity, Equity and Inclusion is Essential for Business Growth
3. They ensure business success with skilled executives.
Headhunters leverage their knowledge of industry trends and market conditions to capitalize on opportunities for acquiring talents. They also play an integral role in negotiating executive employment terms and compensation packages where both parties can have a win-win outcome.
Although headhunters don’t usually partake in the hiring process, they can still guide and assist in the talents’ transition and integration into the company. Moreover, they can have regular follow-ups to address any issues and evolving needs.
In Pursuit of Excellence
The employment landscape has significantly changed after the COVID-19 Pandemic. More businesses have adopted technology through automation, teleconsulting, video conferencing, and work-from-home arrangements.
Companies also use social media and information technology for talent acquisition nowadays. A study noted that more recruitment departments have employed electronic channels globally with the progression of technologies.
Its authors emphasized that social media recruiting technology (SMART) is becoming a standard means to recruit and select employees. They explained that employers use the websites’ specialized algorithms to simplify recruitment processes and create a larger, targeted group of applicants.
However, while technology can enhance efficiency and provide valuable data, it can’t replicate a headhunter’s ability to find adept candidates who fit well within the company’s culture. It won’t also be able to navigate sensitive negotiations or cultural nuances as humans do.
Aside from seeking talents across industries, headhunters also build personal connections with clients and candidates by understanding their needs, preferences, and motivations. They can also offer creative solutions and personalized guidelines with their industry expertise.
Sure, headhunters can’t look over thousands of resumes in the blink of an eye, but they can pick the best beyond the skills written on paper. They can also guarantee that, amidst this fast-paced and unpredictable job market, top-tier talents aren’t just recruited but retained.
Headhunters use their industry knowledge, specialized expertise, and networking skills to look for candidates who fit your requirements and the company’s culture.
They can redefine the future of your business and the Philippine workforce because headhunters bridge critical skill gaps, promote diversity and inclusion, and secure success with adept executives.
Even though the employment landscape will continuously evolve with technology’s adoption, we’re certain headhunters will adapt and conquer. If you want to work with well-connected and experienced headhunters, visit Curran Daly & Associates today!
Our Manila-based firm has affiliate offices in Australia and Hong Kong that can help you. We’ve already assisted various global organizations with their executive recruitment needs. Learn more about our services here!