Anyone who has ever needed to hire executives knows that it is not an easy task. Senior management positions demand a know how very specific, which makes these professionals extremely rare in the market. In such cases, you need to know how to hire a headhunter to assist in this recruitment.
This is because traditional recruitment is usually not enough to find such specific professionals. With an extensive network of contacts, a good headhunter can be the missing piece to fill a strategic position for the company.
With that in mind, we explain in this article everything you need to know about how to hire a headhunter and be successful in finding the ideal professional for your company. Want to know more? Check it out below!
What is a headhunter?
Headhunter is the recruitment and selection professional who works with a focus on finding talent for strategic positions in a company. The English expression means “head hunter”, but in the HR universe it can be translated as “talent scout”.
The headhunter acts as intermediary between the professional to be hired and the job vacancy style=”font-weight: 400;”>, using your network of contacts to identify the best options on the market. With his extensive experience in recruiting executives, he assesses which of the chosen candidates best meets the requirements of the job description.
Generally, this type of recruiter is used to locate highly qualified people for leadership positions. It can also be requested in other specific situations, when there is a need to hire people who for some reason are not easily found on job portals.
Therefore, it will hardly be requested to hire a headhunter in all the organization's selection processes, since hiring at the operational level can be done smoothly by conventional methods.
When does HR need to hire a headhunter?
To know how to hire a headhunter is knowing how to identify when your services are needed. See below the main situations in which HR should count on the support of this professional.
Hiring of executives and specialists
Finding qualified professionals to assume presidency, vice-presidency and board positions is very difficult, as they are rarely found on traditional web sites. recruitment and selection. The same is true of specialists in very specific and strategic tasks for the company.
Hiring a headhunter is useful to save time and increase the chances of success. With powerful networking, he can find these people more easily.
Many of these contacts are not even looking for opportunities in the market, but they can consider the challenge if the proposal is interesting.
If the company wants to hire someone for a confidential spot, the headhunter has the means to search for professionals without revealing the name of the organization.
Thanks to his network of contacts, he can search for candidates without advertising on the big platforms, omitting data that can identify the company. This information is revealed only in the most advanced stages of the selection process.
Insufficient internal recruitment
Many companies are looking for homemade solutions for hiring executives and specialists, but not always the internal recruitment gives result.
When this happens, it is common to hire a headhunter to identify candidates in the market. He will know how to search in the right places and will certainly bring good options for the selection process.
Long distance contracts
Hiring a headhunter is common when the company is opening branches in other cities, states or countries. In this way, the new unit already begins its activities with a high level team, taking less operational risks and ensuring the quality of deliveries.
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How to hire a headhunter: 4 steps
To find out if a headhunter is the most suitable to take care of your recruitment, you need to be aware of some important factors. Check out the main ones and see how to hire a headhunter properly.
1. Assess market knowledge
A good headhunter must know the characteristics of the company's area of expertise. Each sector has its peculiarities, so it is essential to have experience in recruiting professionals with the desired characteristics.
It is also very important be on top of the market average wage to the position. Thus, the headhunter will be able to make interesting proposals, even for executives who are already employed.
2. Look for directions
Searching for references is essential when hiring any service, and with a headhunter it is no different. Look for a professional who is recognized in the market or ask HR colleagues and business owners for referrals.
A good strategy for hiring a headhunter is to talk to executives who have already been hired through one to understand how he works and what kind of results he has brought. Knowing the professional's trajectory, you can rest assured about your performance.
3. Analyze the average hiring time
O average hiring time it is an important indicator to assess the quality of work before hiring a headhunter. In between three and six weeks of recruitment it is the ideal period for a suitable hiring.
If it’s too fast, the search was probably incomplete. A very slow process, on the other hand, indicates a lack of commitment to solve the company's problem.
4. Observe networking
To know how to hire a headhunter it involves observing the consistency of your network of contacts. O networking it is the most important work tool of this professional. If he is not very well developed, he will not be able to meet the needs of his vacancy.
Evaluate the headhunter's career time, which companies he has worked for and his success rate in hiring. Find out who his contacts are in the area and what resources he uses to improve his results.
For example: a headhunter with a presence on LinkedIn probably has a much broader network of contacts than a professional outside of social networks. It may not seem like it, but those details make all the difference.
Now that you know how to hire a headhunter, it's time to put what you've learned into practice! Whenever you need to search for executives or fill specific vacancies, count on the help of this professional. He will have the right contacts and tools to indicate the best candidates for your company!
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If your company is going to hire a headhunter, you need to have the right data to strengthen the pitch for selling the vacancy and everything else he needs to analyze to find the right professional for you.
- reduce the time in your employee dismissal admission processes;
- have a clearer and safer process;
- avoid penalties, fines or any risk related to legal issues and information management of the company.
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Did you like the post? Tell us in the comments what is your experience with headhunters in your company. We are available to answer all your questions on the subject!