Hunting or fishing: what kind of recruiter are you?

In the world of recruitment, there are those who track down their next talent and those who cast their line and wait for a bite, a more passive but equally strategic method. “Hunter” and “fisher” recruiters have very different styles, but they all share the same goal: landing the ideal candidate to build high-performing teams. So, bow in hand or fishing rod over your shoulder, let’s dive into these two approaches as if you were setting off on an adventure in the wilderness… of the job market.

Hunters: the Rambos of recruitment

The hunter is all about action, adrenaline, precision, leaving nothing to chance. The goal? Identify, win over and convince. Picture them in the savannah (or in front of their LinkedIn screen), on the lookout for their next talent: the one who perfectly matches their needs. There is no question of waiting for something to fall into the net by itself here: every candidate is carefully selected.

How do they hunt?

• Scouting: With their technological binoculars, they scan the most interesting profiles (often people already in a job).
• A discreet approach: Don’t panic, they don’t charge in blindly. A personalised message, a compliment on the candidate’s career path, and off they go: the hunt is on.
• Precision: No nets for hunters, just a well-aimed arrow: they only target rare talent or sought-after profiles that cannot be found on traditional job boards.

Their favourite tools:

• The tech bow:social networks, CV databases, LinkedIn and, of course, the Nicoka plug-in for capturing profiles in 1 click. 
• Maps of the jungle: databases, professional social networks and automation tools to reach their targets before the competition.

The verdict?

• Maximum efficiency for rare or hard-to-fill profiles, such as a full-stack developer, a heart surgeon, or that AI expert everyone keeps fighting over.
• But be careful: hunting takes time, and sometimes talent can slip through the net if it is not won over. The hunter needs excellent knowledge of their field to speak to their target.
• This method can also put off candidates who are less used to being approached.

💡 Did you know? The origin of the term “headhunter”

The term “headhunter” has a rather surprising origin, far removed from the world of modern recruitment. Originally, it referred to people tasked with collecting the heads of enemies during battles or tribal wars. The expression therefore symbolised the pursuit of “trophies” by tracking down and eliminating opponents. Fortunately, the term has evolved and today refers instead to recruiters who specialise in proactively seeking out the best talent, without any violence! The aim is very much to spot rare, qualified profiles, not to collect heads... literally speaking, of course.

Fishers: patience and well-chosen bait

At the other end of the spectrum are the fisher recruiters, sitting quietly by the water (or on Indeed), casting their line hopefully and relying on a more passive approach. Their strategy? Cast an enticing job offerusing techniques that showcase the company and its opportunities, then wait for candidates to take the bait.

How do they fish?

• The art of the bait: Fishers know that to attract people, you need a good message. A clear job advert, transparent benefitsand an employer promise, and off you go.
• Zen waiting: They know that the best candidates are worth the wait, so they wait patiently while keeping an eye on the responses.
• Sorting the catch: Once the CVs have landed in their nets, they carefully select the talent that matches the role. Hello, rare gems!

Their favourite tools:

• Fishing platforms: There are many of them, depending on the profile you are looking for. The general ones are the best known:Indeed, Monster, HelloWork.
• Modern fishing rods: ATS (applicant tracking systems) to manage the catch and avoid missing a big fish.
• The social reel: Social networks to promote their employer brand and show that working with them is as much fun as a day by the lake.

The verdict?

• Perfect for high-volume vacancies or for generalist candidates.
• This practice strengthens the employer brand, a real asset for the company.
• But be careful: sometimes the most interesting talent is not at the end of the line. And the wrong bait? That means no catch at all.

What candidates expect from you (hunter or fisher)

Whether you are armed with an arrow or a hook, there is one thing you must always bear in mind: candidates are not fish or deer, but Humans with a capital “H”.

• Passive profiles (rare talent): They appreciate targeted hunting, but only if it is done with style. In other words: no clumsy copy-and-paste and no unrealistic promises.
• Active profiles (curious candidates): They want to be won over by a well-written job offer and a company that shows its values. Clarity, transparency and career prospects make all the difference.

The vast majority of talent on the job market is not actively looking for a job, which makes hunters an indispensable pillar. However, more than 80% of candidatessay that a clear process and respectful exchanges influence their choice (source: Glassdoor).

Inbound recruiting: a complementary approach to attracting talent

In addition to active recruitment strategies, such as those of hunters and fishers, another method is emerging and gaining ground: inbound recruiting. Unlike traditional approaches, where the recruiter goes out looking for talent, inbound recruiting is based on the idea that candidates come to you.

By creating an attractive environment (through quality content, employee testimonials, valuable offers and transparent communication), , the company becomes a natural magnet for talent. This method relies on a long-term strategy aimed at cultivating a positive, authentic image while meeting candidates’ needs and expectations. For example, a blog, webinars or an active presence on social networks can ensure that qualified profiles, already interested in your company culture, turn to you as soon as they decide to change jobs.

In this sense, inbound recruiting complements the “fishing” approach by turning the company into an organisation where candidates are not only attracted but also engaged, even before any recruitment is considered.

Hunters or fishers: who wins?

In reality, there is no winner and no loser. The real victory lies in knowing how to adapt your strategy to the role to be filled and to your candidates. And if you want to maximise your chances, there is nothing like the right equipment: a solution such as Nicoka, which combines hunting and fishing tools, helps you navigate this ocean of talent with ease.