What is Head Hunting?
Recruitment of key managers or heads Hunting is the process of hiring a human resources for a specific job position, which works elsewhere (another organization) and has work experience related to a particular job.
Key managers are recruited by a human resources unit in a company or outsourced to a specialized human resources agency. Head Hunting is one of the most effective ways to build a pool of talent and attract good candidates to positions that may not necessarily require a change of job.
In many cases, organizations are looking for people who have enough experience and skills and can join the organization. Companies may not be able to provide direct information about the job opportunity for a variety of reasons, including confidentiality. In addition, companies may not be willing to pursue job market titles and create their own job opportunities.
The process of head hunting is appropriate in such cases. Therefore, as we can see, the process of hiring key managers is used in a specific period of time and according to the needs of the company to hire the senior managers they want.
Employers are increasingly turning to Head Hunting if:
1. A specific job position and / or a specific job opportunity in the company will remain vacant despite calls for employment.
2. When they are looking for people with special skills and competencies and do not want to waste their time advertising and reviewing the application of low quality candidates.
3. When a job opportunity is relatively confidential and they don’t want to mention it publicly in the market. For example, specific strategic roles or situations that require tactical decision making.
There are three types of Head Hunting:
1. Direct: This is a way to contact candidates directly, either by phone or in person. This is done after a thorough investigation of the person and the role assigned to him.
2. Indirect: Through other people who influence the candidates, they are offered to enter into negotiations if they wish.
3. Third party: This is where companies and searchers come into play. In this case, the attraction of key managers is outsourced. For example, when human resource managers realize that some key positions remain vacant or that some managers do not reach an acceptable level in the company. In such a situation, human resource managers may look for the right managers in their market, but still not find the right people, in which case they go to companies or experts in attracting key personnel. The whole idea is to create a pool of suitable candidates and select the best candidate after evaluation.
There may be problems when it comes to recruiting key personnel. Among other things, the entire negotiation process must be kept confidential, and specific information must be provided by the candidates to the employers that has a competitive advantage for the employer company, which has its own ethical sensitivities. Also, the final candidate may not be able to reach an agreement with the company, which has its own consequences in terms of cost and time.
All key managers are recruited during the hiring process, but not all hiring processes are for Head Hunting.
Head Hunting Process:
What is the difference between hiring manpower and head hunting?
Although the terms “hiring” and “head hunting” are sometimes used interchangeably, there are important differences.
The main difference between employment and Head Hunting is that employers do recruitment work among active applicants for a job position, while recruiters are key managers professionally looking for quality managers and the desired capabilities.
The key to head hunting is to create a pool of candidates among the many talents in one market, even if they are not looking to hire another company. When working with human resources agencies, it is important for companies to be familiar with the services provided and to understand the differences in approaches.
Head hunters and recruiters both play an important role in the search and recruitment process by companies. While key management recruiters conduct extensive searches for roles that have a limited range of qualified individuals, recruiters choose qualified individuals from among the applicants.
Understanding this difference is essential for effective collaboration with key company recruiters.
10 Important Tips in Head Hunting:
1- Extensive search is needed to find potential candidates who have the necessary quality.
2- Don’t call people anonymously, but get help from reputable references so that candidates can listen to your offer.
3- Have a compelling initial report of a new job position to present to candidates.
4- Maintain your relationship with the candidates even after they have been rejected by Carrefour.
5- Do not pressure candidates to make decisions.
6- Before starting the recruitment process, get as much information as you can about the job and its features.
7- If necessary, talk to the candidates about the job position for more than one session so that they have enough space to make decisions.
8- Give feedback to both parties, the employer and the candidates.
9- Have a call or text message before each negotiation and just raise the issue.
10- Check everything in the candidates’ profiles several times.