Headhunting is the process conducted to "head-hunt" the most suitable candidate to fulfill a senior management position.
An employer will be interested to find the 'best' candidates for a top management position. Usually, the best candidates are gainfully employed and, as a rule, do not consider changing career. The headhunter's role is to find the right candidates, select the 'best' applicant among them and create the right conditions for the 'leaving' applicant and helping him to adapt to the new organization.
The process of head-hunting starts from the detailed study of client's needs. The head-hunters are always willing to render consultations on detailed description of the required application's characteristics, help in establishing the salary level and optimizing working conditions. The headhunters then make up a vacancy description and develop the search strategy, allocating terms and resources for conducting a qualified search. The gathering of information about the candidates starts, accompanied by collecting the reference data and simultaneous market analysis – study of the companies that may currently employ the potential candidates.
The headhunters then do the following:
· Creating the ‘long list’ – the list of candidates that generally fit the given vacancy, with the basic characteristic of each candidate attached;
· Forming the ‘short list’ – the list of the most suitable candidates from the ‘long list’, with the additional detailed information on candidates’ work experience, personal features, motivations, commitment to vocation, loyalty to employer and other (based on preliminary interviews). At this stage of comparison the candidate selection is most likely to occur.
· After the employer selects its best candidate, the headhunters will do a reference check. Depending on the employer, a psychrometric test may be carried out (this is optional).
After conducting negotiations between the employer company and a candidate, the best position is placed.
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Cheers,
Singapore Headhunter
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