Adapted from a presentation given to job seekers, this paper helps individuals distinguish between a headhunter, recruiter and sourcer - the three most commonly used terms in the recruiting industry.

1. The Difference Between Headhunters, Recruiters and Sourcers
By Sabrina Baker, PHR
Human Resource Consultant and Recruiter
In the recruiting industry there are several terms used to describe an individual that works
with companies to fill open positions. The purpose of this paper is to clarify the different
types of roles and how job seekers can and should work with each of them.
The different types of roles are:
 Headhunter
 Recruiter
 Sourcer
In addition to understanding the different types of roles used within the recruiting
industry, it is also important to understand the different places that they work. This paper
will define and clarify differences between in-house, third-party and agency recruiters.
Please note that the definitions used in this paper are the traditionally held beliefs by those
inside the industry. Due to the fact that these terms are sometimes used interchangeably, it
is imperative that job seekers clarify the role the individual plays before developing a
strategy on how to work with them.
Headhunters
Definition:
A headhunter is an individual hired by a corporation to locate a suitable candidate with a
certain skill set. The skill sets are often harder to find or require a certain background.
How They Work:
Headhunters are typically independent consultants or work within a recruiting agency.
They are hired and paid by a company and may be working with and for multiple
companies at any given time. They may specialize in a certain industry or field. For
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2. The Difference Between Headhunters, Recruiters and Sourcers
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example, an IT Headhunter would specialize in tracking and locating IT professionals.
Headhunters are typically not involved in the recruiting process beyond the point of
locating the candidate. The name and resume of the candidate is passed on to the company
who then handles the recruitment process. Headhunters typically take a proactive,
aggressive approach to finding suitable candidates by reaching out to individuals they feel
are qualified directly. This means that working individuals may get calls from headhunters
because they came across their profile or heard of the good work they were doing at their
current company.
How Job Seekers Can Work With a Headhunter:
Job seekers can search for headhunters by location or industry and reach out directly.
Many headhunters are willing to add your information to their database should they ever
have a need arise that you would fill. Asking questions about the types of positions the
headhunter handles will help the job seeker determine if their skill set could potentially be
a match sometime down the road. It is important for job seekers to understand that
headhunters work for companies and not the job seeker. While there are a few
headhunters who do proactively contact companies to see if they are interested in speaking
to a specific job seeker even if that company has not contracted them to fill open roles, this
is not the norm. This is why understanding the headhunter's typical process is essential for
the job seeker.
Recruiters
Definition:
A recruiter is an individual hired by a corporation to fill open positions within the
company. The recruiter may be directly employed by the company (meaning they are on
the company's payroll and work only for that company) or they may be a third party
recruiter. Third party recruiters may work independently within their own business or
they may work as part of a larger staffing agency.
How They Work:
While the definition between headhunters and recruiters is not that different, how they
work can be. Recruiters are typically more involved in the entire recruitment process.
They manage advertising and job board placement. They pre-screen and help with or
manage the internal interview process. They also serve as the single point of contact for
the candidate throughout the process in most cases. Some recruiters seek out and locate
the most skilled candidate proactively, but others rely on job postings or a company's
applicant tracking system and let the candidates come to them. Recruiters are often filling
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3. The Difference Between Headhunters, Recruiters and Sourcers
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multiple roles at once. If they are in-house recruiters they may also have other human
resource related responsibilities outside of recruiting that demand their time and attention.
If they are third party or agency recruiters, they may be filling multiple roles for multiple
clients. Some recruiters (typically independent or third party) specialize in specific roles
like sales or legal while others are open to filling various types of roles.
How Job Seekers Can Work With a Recruiter:
For job seekers the way to work with recruiters is defined greatly by the type of recruiter
they are. In-house recruiters work differently than independent or third party recruiters.
In-house recruiters prefer that job seekers utilize job boards or the company's careers page
to indicate interest in a position and submit a resume. Connecting with in-house recruiters
via social media channels such as Linkedin may be an option but it is important for the job
seeker to observe the recruiters habits first to determine if they are open to direct contact.
Independent third party recruiters or those who work with an agency may be more open to
direct connections from job seekers. Since their goal is to fill open positions quickly
(because it is only then that they get paid) they keep a large active database of job seekers.
Just like with headhunters, it is important for the job seeker to understand the recruiter
process and positions they typically fill to see if that recruiter may be a good partner. In
the end, recruiters also work for companies, not job seekers so keeping a resume on file
may be the best option they can offer until a position opens up.
Sourcer
Definition:
A candidate sourcer is an individual who is tasked with finding a specific name, title and/or
contact information of a person.
How They Work:
A candidate sourcer or researcher as they are sometimes called, uses the internet and
traditional networking and cold calling methods to find a certain individual. The sourcer
may work within a defined parameter such as finding the name of the VP of Sales for XYZ
Company or they may simply be asked to come up with a list of names for the top sales
individuals in the country. Once the names and contact information are given, the sourcer's
job is complete. They have little to no actual contact with the candidate and work solely to
generate a list of names or other pertinent information on specific individuals.
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How Job Seekers Can Work With a Recruiter:
It is very difficult for job seekers to work directly with a candidate sourcer. A sourcer is
typically more private about who and what they are searching for and do not necessarily
keep adatabase of resumes. They are interested in names and contact information and are
very good at getting what they need without a lot of outside help. If a job seeker interacts
with a sourcer online, they can certainly ask how the sourcer works, but shouldn't be
surprised if there really is no way to insert themselves into the process.
Conclusion
Searching for a job is harder than ever in today's tough job market. Job seekers who
understand the difference between these roles and how to work with them will have a
distinct advantage over their competitors. As stated in the opening, due to the fact that
these terms can sometimes be used interchangeably, job seekers may have to ask clarifying
questions to understand exactly how the process works. Connecting to headhunters and
recruiters is an important part of any job search strategy, but connecting with them in the
right way and working with them in a way that makes sense for both parties is essential.
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5. The Difference Between Headhunters, Recruiters and Sourcers
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Acacia HR Solutions is a Human Resource consultancy and recruiting firm offering services
which span the full employee life cycle. Sabrina Baker, PHR, founded the firm after
experiencing her own lay off in 2010. She brings over 12 years of experience in corporate
human resources and recruiting. Spending time on both sides of the unemployment line
has made her very passionate about bridging the gap between job seekers and employers
looking for skilled talent.
Acacia HR Solutions works on a corporate level with employers and an individual level with
employees (both current and potential). The main services Acacia HR Solutions offers are
broken out into three categories.
Recruitment
On a retained basis, Acacia HR Solutions used the most advanced techniques to find the
right candidate for your open role. Acting as both headhunter and recruiter, Acacia HR
Solutions takes a proactive approach to finding the best person for the job.
Human Resource Consulting
We work with small business that may not have a full time HR staff or with businesses that
need to supplement the experience of their HR staff. Acacia HR Solutions specializes in
leadership training and development, succession planning and international HR strategies.
Outplacement
Employers who need to reduce their force and would like to offer employees help with
their transition may contract us to help each employee with all aspects of the job search
process. Typically contracted in number of months, outplacement services can include
resume writing, strategy development, weekly coaching and interview preparation. These
services are also offered to individuals wishing to obtain help in their job search efforts.
sabrina@acaciahrsolutions.com
847.893.9756
Acacia HR Solutions
www.acaciahrsolutions.com