>> Few executives, seniors or managers change employers without being passed into their hands, when a company wants to hire a very niche profile; “she” turned to them. In the shade, head hunters pull the strings of a labor market particularly well, where discrete calls are replacing traditional ads. Sixty years after the appearance of business in the United States, these “direct approach” specialists remain king-makers.
Every professional movement, their names adorn the pages of newspapers. When they want to change companies, unnecessary for them to put their CV on the Net or browse ads. The Leaders, Experts, the “Top Managers”, managers and executives have their own labor markets.
For proof of this; it’s the offer that comes to them regularly, with a lot of new challenges and doors just waiting to be opened. The “seduction operation” always starts with a phone call. On the line, a headhunter, central link within the labor market of Recruitment Business Industry. His role: finding the ideal candidate and courting on behalf of companies seeking for example for an executive manager, a financial expert, IT expert, Senior Business Developer …
How can we recognize Elite Hunters? In their methods. Since the appearance of business, across the Atlantic, in the aftermath of World War II – Businesses should replace executives war dead…
Total discretion and confidentiality, Iron ethics, a hunting mission may last several months, or longer than one year if the host company is not satisfied by the proposed candidates, the headhunter’s challenge is either to honor the mission of hunting or decline it… As their success depends primarily on their reputations and performance …
The best way for the company to select a true headhunter will not be contested according to the history of an array of hunting, but also following the same path of the headhunter, it is normal that a hunter is able to present his own CV and path on the course and without of course forgetting the methods of his firm in order to present any added value in correlation with the research agreement or hunting mission – A need to reduce the different gaps of communication between the Company, the hunter, and the candidate.
Then everything will start with a draconian selection process to eliminate candidates missing real motivations or just being a listening to the employment market for comparison with their own internal position, the detailed skills of candidates, its various achievements, references, wishes … For a hunter, the overriding question is not necessarily to know what were the experiences of the candidate but mostly to know WHY the candidate has changed positions and why he would now think of a new change is his professional life – to minimize the potential errors in casting…
Several phone conversations and face to face interviews will have places to address the human and real motivations of the candidates. At Highventures, our job is to change people’s lives.
Avoiding “the curious, spies and tourists” is one of the first task of a headhunter – No wasting time allowed in his mission – Here the curious can possibly go to hunters to benefit from a hunting reversed, a hunting or job-hunting customized according to the aspirations of the candidate …
All this process ; the phone calls, face to face interviews, tests are made to serve to flush out the hunter in confidence while protecting information and strategies for their clients recruiters, thus the company can boast of winning considerable time and anticipating and avoiding casting errors which would cost Time and expensive investments.
Psychology: At the end of the selection process, the hunter is able to present a short list, 2-3 candidates who successfully pass all stages of selection – both in their skills, their motivations, their references “Former colleagues’ and managers but also their psychological profile in order to speculate and maximize the successful integration of the candidate in the Home company…Sometimes; we may also contact the wife of a candidate (after consent) to see if she and her husband are really well prepared to change their country as part of an international hunt in order to propose a possible hunting job whose wife will receive or stop the process if the couple is not ready yet …
Many believe that Hunting is a matter of address book, while it is also a matter of intuition and psychology! Necessary to headhunter because we address high caliber profiles, steeled candidates always expecting the very interest of the job and career opportunities; impossible to draw only by providing a large increase in salary (We prefer to let that the job-boards)
The HR Coach inside every headhunter: The specialist has to be the warrant of the candidate integration, playing the role of mediator between a freshly landed candidate dared not disclose his real expectations at the start of trial and the Home Company. It remains a focal point for the two parties, able to eliminate conflicts if the collaboration which may will start on some misunderstandings points…In many large groups, many use internal process to industrialize the selection procedures, and often through hunting of certain high-level profiles, many HR human errors are to not want to hire better than them … Incoherent but frighteningly real. Nobody should be alone as a decision maker, but several strategic ones within the company must support the hunter to multiply feedbacks and cross feelings…
Today the market has changed dramatically with the views of different means of recruitment proposed by several actors (websites, social networks, generalist Recruitment Companies operating through ads …)
The strength of the headhunter is how to say NO to a request before knowing all the ins and outs, know why the company wants to recruit, it will still need to make a “light audit” of the situation deep inside of any business before he would be able to even start a game.
As Albert Einstein said, “the definition of insanity is “doing the same thing over and …. the same way we always have in the past and expecting different results”
We are proud to have a sharpened eye to detect not only the best talent but mostly the best potentials
