If you are looking for a Chief Financial Officer (CFO), Sales Manager, or a middle-management position by simply posting a job ad on general job boards and waiting for CVs to roll in, you will likely be waiting for a very long time.
The reality of the executive search market in Vietnam shows that this “scattergun” approach has become obsolete. The issue lies in the following factors:
1. Truly Talented Candidates Simply Don’t Have Time to Browse Job Sites
Top-tier management personnel with rich experience who are performing well in their current roles (passive candidates) typically do not actively visit job hunting sites daily. Their schedules are packed with strategic meetings, business decisions, and interactions with professional headhunters. If a company relies solely on inbound applicants, you are only reaching a tiny fraction of the market.
2. Hidden Costs Behind a Prolonged Vacancy
Every month a management position remains vacant means delayed projects, a team lacking direction, and declining revenues. The damage costs caused by failing to hire the right person far outweigh the investment costs for a professional headhunting service.
3. The Difference of In-Depth Headhunting Processes
A reputable headhunt service does not stop at “gathering CVs and handing them over to the client”. This process requires:
- Market Mapping: Mapping out competitor companies harboring talents with suitable competencies.
- Underground Assessment (Reference check & Assessment): Evaluating not only hard skills but also leadership styles and cultural fit.
- Negotiation Art: Acting as a corporate ambassador to connect, untangle benefit knots, and persuade top talents to come on board.
Advice from Smart SP: Recruiting senior management is a marathon requiring a well-structured strategy. When internal HR resources are overloaded, partnering with a professional headhunting service is the shortest path to securing the missing puzzle pieces for the board of directors.
