WHO ARE HR "HEADHUNTERS" !?
A HR "Headhunter" is a
company, group or individual that provides employment recruiting services.
Headhunters are hired by firms to find talent and to locate individuals who
meet specific job requirements. The term headhunter may also be referred to as
an "executive recruiter" and the function they perform is often
called "executive search." Headhunters may have a pool of candidates
for specific positions or may act aggressively to find talent by looking
at competitors' employees. Employers tend to enlist headhunters when they are
unable to find the right person to fill a role on their own.
Breaking Down 'Headhunter'
Recruitment is often performed by hiring
managers, human resources personnel or internal specialist
recruiters, but in some cases employment agencies and executive search firms
may be employed. Third parties working on behalf of a hiring company are
colloquially referred to as "headhunters." A headhunter is retained
to fill jobs that require specific or high-level skill or offer high pay.
Headhunters working on behalf of a firm often scour international organizations
for top talent. In addition, some individuals may contact a headhunter to
provide a résumé or curriculum vitae (CV) or to apply for a position for
which the headhunter is seeking talent or worekers. Headhunting is supported on
many levels by internet technologies, including social media and online
job boards.
Final tests
After gathering information, headhunters
contact the candidate directly, followed by a series of tests and interviews to
determine whether the job is fully qualified or not. Testing of candidates is
carried out by a team of experts, sometimes a professional assessment of
psychologists is required and professional tests are carried out. At the same
time, it seeks to simplify the testing procedures as much as possible. The
selection process focuses more on the candidate's strategic capabilities and
high-management interviews with the employer, which usually makes the decision
to receive new people.
Headhunters: How They Are Paid
Headhunters only make money when they are successful in
placing a candidate in a job. Independent, third-party recruiters — ones who
work independently from the employer as a separate entity — are paid on MONEY when
they are successful in placing a candidate in a job.
Independent, third-party recruiters — ones who work
independently from the employer as a separate entity — are paid on contingency,
meaning they do not get paid unless their candidate is hired. The typical fee
is 5% to 30% ( depends on the
expertise and position of the requested staff, as well as the number of
employees required ) of a new hire's total first-year salary.
As headhunters work for the employer, they have an incentive to please them
rather than the candidate.
There is no licensing necessary to become a headhunter or
recruiter, so anyone can become one. Less-reputable recruiters often compete
with professional ones that possess large networks of clients and candidates.
They may operate in a similar way, such as an unsolicited email, call or
LinkedIn request.
WHY HR
"HEADHUNTERS" !?
Increasing
competitiveness on the market requires greater engagement when it comes to
recruiting new staff. Business people have realized that they have to enter a
business strategy and human resource management. This meant that much more
attention should be given to the people, starting from the selection of staff,
their further training and further career, with the most important goal - to
recruit and keeping quality people in their company.
To
help find the people who are best in their domain or who belong among the best,
they will serve you HR "Headhunter".
Benefits of the practice
Headhunters are pivotal to business success and have
become an important point in the chain of employment. Companies are greatly
benefited by enhancing their resources and utilizing the expertise that head-hunters
bring to business with their vivid understanding of the market norms, industry
patterns and a repository of updated talent pool to augment faster growth of
the companies. Headhunters are basically sales people who maximize their pay
checks by providing opportunities to candidates and make them fit into an
organization. They help the candidate to find the perfect match that will
provide them with a better yield over their investment.
Hiring experienced professionals who are
well groomed with the market dynamics and completely acquainted with the ever
changing demands of the industries is the need of the hour. Qualification is an
essential segment, but the most important credibility that is in demand today
is the ability to adapt to situations maintaining composure. Headhunting
essentially involves a drilling of the key USP’s of the candidate in accordance
to a particular requirement post which he is posted. Headhunters are just not
mere recruiters instead they work as diverts who inspires candidates for a job
change. They provide vivid description of the company’s USP as well as benefits
that force a job change.
Today, at a time of increasing
competition among successful companies, and the economic crisis that has hit
the biggest industrial giants in recent years, the very significant benefit of
Headhunter's involvement is - SAVED MONEY.
Headhunters are often engaged with their
clients on a role-by-role basis. They are hired when an employer needs to hire
someone for a specific role. When that role is filled, the headhunter may or
may not work with that client again.
This method of Headhunter engagement, role-by-role, makes a
significant saving of money to the Employer and the Company in relation to the
constant expenditure of employing employees through agencies or permanently
filled a large number of HR Regruters directly in the company.
SAVE
YOUR TIME AND MONEY - CALL US ! S&S HR RECRUITERS GROUP
(+356)
99 385 268
References
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