Headhunting – four myths
Executive search, direct search—or, less formally, headhunting among peers—has been part of my work for over 20 years. Yet outdated perceptions about executive search still linger very stubbornly. Now I want to break four myths about executive search.
Is executive search only worth using for top executive roles in listed companies? Isn’t it a time-consuming process? Does the consultant really have the specific industry expertise needed for this role within their network? If we need expertise that’s not easily found in Finland, is there even a point in talking to a Finnish executive search firm?
Myth 1: Executive search only applies to high-level positions
Today, executive search is no longer limited to filling top management or executive roles in large companies. In reality, it is used for a wide variety of roles and at different organizational levels. Sometimes it is chosen because the situation is more sensitive, or because the company wants to avoid unnecessary speculation in the market.
Recently, we have helped our clients find, for example, a Director of Group Accounting, board members for a mid-sized company, heads of units, and a VP of Sales and Marketing.
Executive search also ensures that you find exactly the right kind of expertise, instead of ending up with dozens of applicants who do not meet the role’s requirements. It is also the best way to spark interest among those who are already in demand in the market—or who would not otherwise be actively looking. If executive search is used only for top-level roles, there is a risk that the best talent for other positions remains out of reach.
Myth 2: Executive search is about leveraging networks and connections
Today, the core of the candidate pool does not lie in the consultant’s personal network—especially if they work across multiple industries. In a country the size of Finland, it is not always sensible to specialize in a narrow sector in order to build a fully comprehensive network. Technology enables people to be found quickly and efficiently.
The bigger challenge is getting the right people interested. That requires a specific skill set, and our executive search consultants are highly capable of sparking that interest. Many candidates also understand that engaging with an executive search consultant is a valuable opportunity to reflect on their own career options. So while broad networks are certainly not a disadvantage, they do not guarantee successful executive search.
Myth 3: Executive search is slow
Once the consultant has, during the assignment briefing, gathered an understanding of the company’s goals, ways of working, organizational culture, and expectations for the selected candidate, the candidate mapping starts quickly. There is no longer any need to rely on appointment announcements or directories.
Technology brings speed to the early stages of the search, and the initial discussion with a candidate—aimed at introducing the assignment and aligning mutual expectations—can easily be conducted via Teams if needed. Of course, the speed of the process is also influenced by factors such as the company’s employer reputation or the availability in the client’s own calendar for candidate meetings.
At its best, we have completed an executive search process from start to finish in one month. When fast recruitment is needed, executive search is very well suited to it.
Myth 4: A Finnish executive search firm can only operate in Finland
When an international company expands into new markets or seeks the best possible talent regardless of location, there is no need to limit the search to Finland. However, it can be challenging for a company to start working with a local recruitment firm in another country if there are no existing connections. At the same time, a Finnish recruitment firm may not have extensive networks in a specific country or continent.
This challenge can be overcome by combining a domestic recruitment firm with an international partner network. For example, at HRS Advisors we are part of the Praxi Alliance network, covering 35 countries and four continents. This ensures an understanding of different cultures and labour markets. At the same time, we also have our own in-house international expertise and networks—particularly in the Baltics, where Pasi Harttunen has known the Estonian, Latvian, and Lithuanian labour markets, with all their specific characteristics, since 2004.
Even though we are a Finnish executive search firm, through us you gain access to the entire global talent pool.
To sum up:
• Executive search is not used only for top executive roles; it is also highly valuable in selected managerial and specialist searches.
• Executive search is an effective tool also in situations requiring fast recruitment.
• Executive search does not rely on the consultant’s personal network, but on modern technologies and strong conversational skills.
• A Finnish executive search firm can operate globally as well.
If executive search is on your radar, we’re happy to exchange thoughts.
