"Headhunting" or direct search ("Headhunting") we call it the candidate search methodology that we use in our daily work practice to find and attract strong managers and specialists. Due to the dynamics of the labor market and the constant lack of employees in many sectors, this methodology is increasingly used not only by representatives of large, but also small and medium-sized companies.
How Prepare yourself for "headhunting" or what you need to know working with the agency on this matter.
- Know your target candidates. After selecting candidates who are competent in their field through competitor and market analysis, we recommend gathering as much publicly available information about potential employees as possible before approaching them. Social networks, recommendations, and professional acquaintances will help you with this work. If you work in a larger company, use the marketing department to analyze and refine targeted candidates and aim to become a collaborative tandem.
- Sget ready positions "for sale". During the "headhunting" you will inevitably meet candidates - "hard nuts". Such candidates are usually careful and careful when choosing a new job, so you need to pay special attention to the employer value presentation, which must clearly reflect the financial and other benefits and the potential advantage of the offer compared to your competitors, as well as the offered prospects, company culture and other important information that encourages the candidate to spend time for a meeting or call.
- Introduce candidates to the manager. The future employee must meet the expectations not only of you, but also of the direct manager, so it is very important to clarify them even before starting the "headhunting" process. Try to gather information as accurately as possible, from competencies to personal qualities, and work together with the manager to achieve continuous and open feedback.
- Prepare for candidate evaluation. During the "headhunting" process, it is recommended to stop and make sure that the candidate evaluation methods are reliable and up-to-date. During the selection, it is useful to include more selection assessment methods for a more objective assessment of the candidate, such as: personality testing, practical tasks or collection of recommendations. The choice of these additional methods will allow a more objective assessment of the candidate's competences and a more relaxed decision to make the right hiring decision.
