Headhunting is the practice of identifying and directly approaching professionals who are currently employed and not actively looking for a new role. Instead of relying on applications, the recruiter maps the target market, shortlists individuals by name, and initiates a confidential conversation about a specific opportunity.
In the Dutch market, headhunting is widely used for leadership positions, scarce technical specialisms, and commercially sensitive replacement hires. Consultants typically combine LinkedIn research, industry referrals, and sector events to build a credible approach. Because candidates are passive, the recruiter must sell the role rather than filter volume, which shifts the dynamic toward long-term relationship building.
Dutch practice requires careful attention to privacy: storing contact details and screening notes must comply with AVG obligations on purpose limitation and retention. Responsible headhunters document lawful basis, anonymise notes where possible, and delete candidate data once the search is closed and no retention justification remains.