One of the most important professional tasks. Human Resources in a company, it is the recruitment of talent. However, there is a role external to the company that can take care of this, especially in cases where there is an immediate need to fill a vacancy. In this article, we tell who are you a headhunter and how the capture process works step by step. Go for it!
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What is a Headhunter?
The Headhunter or headhunter is a personal recruitment specialist who worked as an independent trainer in the hiring company. His work consists of serve top-quality candidates, typically for high-end loads that, in most cases, are not usually advertised through usual recruitment channels.
As the number indicates, a headhunter is not only for candidates actively looking for a job, but also to “hunt” for those interesting profiles, who are not looking for work, but who may be interested in the offer if, for example , is the offer better working conditions.
Characteristics of a headhunter
- Headhunters focus on filling high-level positions, which is why they often work with very tight schedules.
- They must have a very keen eye to examine Curriculum over time, determining how the person is most suitable to work in the position and if they have the necessary skills and values to fit within their client’s company.
- Your must have people gift of kindness and high capacity for persuasionit is expected to recruit the best profiles in the sector and that each vacancy is almost impossible to reject.
- They offer a much more personalized search than a traditional recruitment agency.
Differences between Headhunter and Recruiter
Commonly, only the role of the Headhunter is confused with that of the recruiter because they share similar functions. However, it does not mean the same thing.
a recruiter he almost always works for the company that wants to hire new staff. You will be part of the recruitment team internal, closely related to HR, or to the team leaders responsible for recruiting employees.
usually publish the offers on the different employment platforms openly has a personality that has been in the active business, through more conventional methods.
Among his tasks is managing internal jobs, moving staff to new functions, covering open opportunities with new team members, among others.
The Headhunter worked as a freelance in the company whom they classify as customers. The functions that cover your number of high values, specializations with the highest rewards and the greatest responsibility and importance.
Better than a headhunter can search for industry professionals in a particular role or topicA recruiter should easily fill any vacancy, from a part-time opening to a full-time position in a multitude of departments.
Why hire a Headhunter?
In addition to looking for top-level profiles, the Headhunter is a good figure to find “the crown jewels” that is, those specific and comprehensive profiles that are sometimes difficult to recruit for various reasons.
Either due to training issues where the position will require very specific skills, due to market shortages, or because they are working in the competition. The Headhunter helps meet all these needs, taking weight off the contracting company and offering a profile almost tailor-made for you.
Headhunter functions
Headhunters are typically responsible for tasks such as:
- Create joint job descriptions with the applicant company, discover the candidates and understand the needs of the company.
- Identify potential candidates
- Connect with candidates to convince them to work for the client.
- Carry out selection interviews to obtain more information on topics such as professional objectives, previous experience, soft skills.
- Coordinate interviews between the company and the candidate.
- Generate networking assistance at fairs and recruitment events.
Headhunting minutes
Headhunters usually work under a series of steps to be able to choose the ideal candidate. To continue, the details:
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1. Analyze roles and define requirements
To hear what the company wants from candidates, a headhunter needs to understand the role itself and the details of the contract, how the company works, its culture, and any agreements or sensitive information. it is the sober base that will support the success of the work carried out.
2. Conduct a direct search for potential candidates
Based on relevant information, phase two is finding the best candidates for the position. To do this, it is necessary to investigate the main sources of recruitment and give priority to those in which the desired profile can be found.
In addition, you can search for who performs the same or similar role in other companies, establish contacts at industry events, in social networks What LinkedIn, search private databases or meetings with your executive contacts.
3. First selection and contact
After gathering an extensive list of possible options, the next step is narrow down the list of candidates for qualification find more exact matches.
From here, an evaluative process is carried out in wave contrasted the information to verify the value of the candidate. Once this is done, the candidate is contacted and the job position is explained.
In that first contact, it is important to mention to the candidate that this offer can represent a better in their professional life and explain the advantages of the position. In addition, it is a good time to obtain sober information about the current situation and about the opening of new career paths.
4. Negotiation
During the contact with the potential candidate, questions about wages and working conditions may be asked. If the scouts really consider this profile to be ideal, you will have to maintain a good margin in terms of salary and working conditions.
Being specific profiles, Headhunting processes usually have a longer negotiation period than a common recruitment process. Salary bands will be flexible and the incorporation period may vary over time.
Normally, in this phase the Headhunter and the company are in constant contact to determine to what extent it is possible to contract an agreement.
5. Coordination of interviews and closure
Knowing that the candidate is fit to participate in the process, headhunters compare a list with the client of the best candidates for interviewing.
Sometimes it is the Headhunter himself who runs the test, reviews the background and includes help for the incorporation of the candidate due to urgency.
6. Tracking
Once the contract has been signed by the client and the selected candidate, the follow-up phase begins. This seeks to maintain contact while the candidate joins as an employer to verify that there is a good adaptation by both. This can be done in the medium or long term to measure the success of the process.
What did you think of this article about the role of the headhunter? Leave your opinion in the comments.
If you are interested in training recruitment and staff selection I invite you to be part of our Master in Human Resources in which you can learn to select, retain and motivate the talent that adds the most value to the company. We will wait for you!
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