When it comes to 'correct language', there are now so many rules and prohibitions that it's hard to keep up. The much-discussed gendering is just one area. Recently, I was even reprimanded when I ordered 'normal' milk for my coffee. The correct term is 'cow's milk', because otherwise the implication is that soy, oat and other milks are not normal. I confess, at some point, I drop out and I don't have the understanding, time or energy to deal with all this and stick to all the rules. That's why I don't lecture anyone on their use of language and don't try to be a know-it-all. On the other hand, I think it's important to use language consciously and not thoughtlessly:
In my field, executive search, for example, the term 'headhunting' is widely used, but I don't get much use out of it. This is because the word conveys something that does not fit with the type of work we do in recruitment consulting. 'Headhunters' or ‘hunting scenario’ suggest an aggressive, militant approach to the search for talent. But the reality of executive search is quite different: It is based on partnership, trust and a respectful selection of managers and experts who fit a company.
In a world where collaboration should increasingly take place on an equal footing and with mutual respect, terms such as 'hunting' or 'headhunting' not only seem antiquated, but also inappropriate. They create an image of people as objects to be targeted rather than as individuals who make a real contribution to the success of a company with their skills and experience.
That's why I prefer to talk about 'executive search' or 'recruitment consultancy'. These terms get to the heart of the role much better: they emphasize that it is about finding the right person for a position - based on shared values, trust and a long-term perspective. If someone still calls me a 'headhunter', that's okay, because it's their language and I'm not their boss or teacher.
