When it comes to recruitment, the support of a headhunter has a clear advantage: headhunters can access a cross-industry network of applicants, quickly find you a suitable profile and place candidates for your vacancies. However, the costs for a headhunter should not be underestimated and the recruiting process is not always transparent for the client.
With Kooku’s Headhunter 2.0 you avoid these disadvantages. Our recruiters know the market, work much closer to your company than a traditional headhunter, and can support you in every aspect of the candidate process you need help with. You decide how much you involve us in your employee search.
What is a Headhunter?
In order to understand the difference between our personnel consultancy and the services of a classic headhunter, you should first know what a headhunter actually is and how they work: Headhunters offer job placement services. They can be a company or an individual. They are hired by companies to find talent that meets the specific job requirements of the company. Often the term “executive recruiter” is also used for a headhunter, their search for suitable skilled personnel for the clients' vacancies is called “executive search”.
Usually, companies call in headhunters when they are stuck in their own recruitment or need to fill their vacancies quickly. But if you have neither the time nor the reach to attract suitable candidates, a headhunter comes into play.
The advantage of a headhunter is obvious: his large network of potential candidates from different fields. Especially in emerging sectors such as IT, marketing, sales and finance, headhunters can often reach suitable candidates by directly approaching applicants. They may have a pool of candidates for certain positions, with managers, for example, being particularly sought after. In doing so, they take their cue from competitors' employees, present them with their client's job offer and establish contact between the two parties.
Our services in detail
What is Recruitment Process Outsourcing (RPO)?
Recruitment Process Outsourcing (RPO) is when you as a company transfer all or part of your permanent recruitment to an external service provider. An RPO provider can act as an extension of your company’s HR or resourcing function by providing a holistic recruitment solution. Through our RPO, we can deliver the necessary personnel, technology, and methodology required to meet your recruitment needs.
What are the benefits of Recruitment Outsourcing (RPO)?
RPO works on the principle of a scalable and flexible solution, where a company only pays for the hours actually used for sourcing. Through our experience, we work with calculations and effort estimates to make the recruiting effort as transparent as possible. In addition, RPO can offer a reduction in cost-per-hire in the long run. Recruitment outsourcing is designed to follow extensive protocols to ensure that employees are hired who meet organizational requirements. The RPO team measures, analyses, and highlights findings from each stage of the process to enable effective decision-making.
How does the Recruitment Outsourcing Model (RPO) work?
In the RPO model, a consulting team works with the company to understand their recruitment needs and develop a solution based on this. The RPO team then takes responsibility for part or all of the recruitment process in generating and qualifying candidates, filling current roles and possibly managing future requirements.
What are our advantages over the classic headhunter?
Of course, there are some advantages to hiring one of the classic headhunters: If you lack the resources to search for qualified employees yourself, if you urgently need to fill a certain vacancy but are not making enough speed with the recruiting process or simply do not receive enough applications for your open jobs - In all these cases, a headhunter can easily provide relief. He can bring employers together with suitable job candidates and thus advance the candidates' careers. But as is so often the case, there are also disadvantages to using a headhunter:
On the one hand, a company naturally wants to maintain a positive image during the search. However, it can happen that a headhunter leaves a negative impression on the candidates contacted, because although he acts on behalf of the client, as an external party he is often unable to provide detailed information on the vacancies to be filled. After all, he does not know the company as well as an internal recruiter or on-site consultant would.
In contrast to the headhunter, internal recruiters often find candidates who are a much better fit for the team, because they identify themselves as employees of the company for which you are recruiting potential new colleagues. This means that they not only have more information about the job itself and the working environment, but are also particularly interested in a good team fit of the job candidate.
For a company that hires a headhunter to find and recruit suitable professionals, there is of course another disadvantage compared to an in-house recruitment consultant: The costs. If a candidate is successfully recruited, depending on the agreement, about 15-30 % of the annual salary of the placed position is due. Especially in the case of highly qualified specialists and managers, this can add up to a significant sum for the company. This is why it is particularly important that the headhunter does a good job and places suitable candidates with his client, so that the deal is worthwhile for all parties involved. Kooku not only finds candidates for you who fit into your team culturally, but also saves you approx. 30-60% of the recruiting costs for the successful and long-term filling of the position.
Companies, that work with us
How does the Headhunter 2.0 service stand out from the competition?
There are good reasons for choosing to work with Kooku when it comes to personnel management. With the Headhunter 2.0 service, we offer a service that is primarily designed for quality and efficiency in recruitment. Our consultants are trained in various recruiting disciplines such as active sourcing, applicant communication and many other areas and can actively support you in your HR activities.
You decide in which process step you need reinforcement and how much you want to involve us in the recruiting process. We will then actively support you with our many years of expertise and help you bring qualified talent on board your company.
As we do not work on a commission basis in our recruitment consultancy, we are not concerned with placing any candidate as quickly as possible. Instead, we make sure that the candidates we recruit are a perfect fit for your job profile and, most importantly, for your team. So not only do you save on headhunter costs, but you also get a perfect fit.
And should there be more than one vacancy to fill, you will not incur excessive costs because you will benefit from synergy effects in the recruitment process.
How does Kooku's Headhunter 2.0 service work?
With our Headhunter 2.0 service, it is particularly important to us that our clients can quickly and cost-effectively obtain qualified employees who can strengthen their teams and contribute their talents to the company.
Unlike a classic headhunter, we, therefore, work closely alongside our clients at every step of the process, getting to know the company and its needs in detail and dealing extensively with the positions to be filled.
We always proceed as follows:
Prequel: the Validation of the job profile and an initial free market research enable us to make a concrete assessment of the success of your job filling. Because only if we have precise insights into what is currently happening on the market in your industry and in the positions to be filled we can work efficiently and to a high standard of quality and target the perfect specialist for your job. This facilitates a smooth and maximally transparent recruitment process for you.
An Individual, KPI-supported effort estimation gives you an accurate insight into the time we take. For each of our clients, the recruitment process will match your requirements so that we can offer you the best value for money and high quality results.
We will also develop a concrete search strategy and reliable milestones as well as a total duration for successfully filling the position. In this way, you can optimise your time management and engage in forward-looking personnel planning.
In regular Jour Fixes we compare our successes with the help of the performance indicators determined in advance. About once a week, we talk to you personally about the goals we have achieved so far and discuss open questions together. You will be well advised in all matters.
Already after 12h you will reveive a first longlist with suitable candidates. In this way, you can act quickly and pick out suitable contacts that you can well imagine as an addition to your company.
Within 5-10 days we present to you the first suitable applicants. Of course, we will competently assist you with all questions regarding personnel marketing. We will give you tips on topics such as the application, the actual interview with a suitable candidate and the most important steps on the way to hiring your new colleagues.
Usually, the position is is going to be filled after 2 months at the latest with executives to qualified specialists. With the help of our personnel consultant, you can fill any vacant position in the shortest possible time. We are happy to do the work for you and help you find the best candidate for your vacancy in a timely manner and inspire them for your company.
Would you like personal advice on the subject of recruitment process outsourcing?
Contact us directly by telephone or e-mail. We will be happy to advise you and, of course, free of charge.
