Headhunters, also known as outsourced recruiters or recruitment consultants, are typically independent contractors responsible for finding the qualified candidates for an employer. These professionals may interview and screen applicants for companies or organizations. They may also extend job offers or review a candidate’s job references.
Headhunters are often considered third-party contractors who help connect their employer clients with qualified job applicants. They may also advise prospective employees of important job-related specifics, including:
Headhunters must be well-versed in the policies and practices of their employer clients. They should also have expert knowledge in applicable state and federal employment laws. Strong communication and interpersonal skills are keys to succeeding in this profession. Headhunters may also be required to travel, work independently and participate in networking events.
Most degree programs related to headhunting, including human resources and personnel administration, are offered at the master’s and doctorate level. Professionals seeking an entry into headhunting may benefit from advanced courses in human relations administration, labor relations and organizational development.
Some headhunting or employment agencies may employ professionals with bachelor’s degrees in the liberal arts or social sciences from an accredited online institution or traditional post-secondary school. Headhunters may also need to complete training on numerous state and federal employment policies, including affirmative action guidelines, the Americans with Disabilities Act and equal employment opportunity (EEO) laws.
The annual salary of a headhunter may depend on his or her location, area of specialty and specific industry. According to the U.S. Bureau of Labor Statistics, recruitment specialists earned a median annual wage of $45,470 in May 2008. The middle 50 percent of recruitment specialists earned between $35,020 and $63,110 for this same period.
*Source: U.S. Bureau of Labor Statistics