WHO ARE and WHY "HEADHUNTERS"

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

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