Tom Sorensen | NPAworldwide

The limits of HR vs the reach of Executive Search

Picture this. A 27-year-old internal talent acquisition specialist, or an external third-party recruiter, with a few years of HR and recruitment experience, picks up the phone to call a 55-year-old Vice President who runs a billion-baht company.

The youngsters are reading from a script, nervously asking: “Are you interested in a new job?” while the executive is juggling board meetings, shareholder demands, and market pressures. It’s laughable.

Why would any senior executive take that call seriously? They won’t. They shouldn’t.

They’ll brush it off, hand it to their secretary, or hang up before the second sentence.

There’s no credibility, no authority, no understanding of what it means to headhunt at that level.

A fresh graduate recruiter, in-house or third-party, calling a seasoned executive is like a trainee barista lecturing a Michelin-star chef on how to cook.

You can jump straight to the full blog - click here.

The topics in this blog are:

• The difference is brutal
• When recruitment is often a joke
• External recruiters live and breathe headhunting
• They’re babysitters of the inbox, not headhunters
• The secret clients don’t know how few contingency jobs get filled