THE EXECUTIVE SEARCH SERVICE IN DETAILS

Direct and confidential approach to high-caliber professionals working in competitive or relevant organizations. They have relevant roles with a focus of selling client’s mission. The logic of the recruitment process in headhunting is just the opposite compare to the standard selection process, where the focus is on “filtering the weed” and the employers/recruiters are reactive. Here the employing party is the active side. The headhunter proactively searches and offers opportunities to the best professionals in the industry. The focus is on discovering potential sources, identify the right professionals and inspire the chosen candidates via elegant career management. It is by offering them opportunities for change according to their expectations.

When this methodology is applied to top level positions it is called Executive search.  The executive search assignments are delivered by our high-end consultancy practice for strategic talent recruitment – Horizons Executive Search.

HEADHUNTING TOPICS

✿ Advantiges of headhunting
✿ Headhunting methodologies
✿ Headhunting techniques

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Send us a request for executive search

HEADHUNTING IS SUITABLE FOR:

Headhunting is an essential recruitment strategy for companies looking to fill top, senior, and middle management positions. This targeted approach is particularly effective in situations where the role requires specific, unique skills or experiences that are not readily available in the general job market. Headhunting is most suitable under the following conditions:

• Top, Senior, and Middle Management Roles: These positions are crucial for the strategic direction and operational efficiency of an organization. They require candidates with not only the right skill set but also leadership qualities and the ability to drive organizational change.
• Defined and Unique Skills/Experience: When a job position demands highly specialized skills or a unique blend of experiences that are rare in the job market, headhunting is the most effective way to identify and attract candidates who meet these precise criteria.
• Defined Sourcing Base: Headhunting works best when there is a clear understanding of where potential candidates are likely to be found. This could be specific industries, companies, or even geographical locations that are known to nurture the talent needed for the role.
• The Client is Ready to Use This Service: Headhunting requires a commitment from the client, both in terms of time and resources. Clients should be ready to engage in this intensive process, providing clear specifications for the role and support throughout the recruitment process.
• Attract Best Talent: Companies looking to secure the very best talent in their industry or sector can benefit significantly from headhunting services. This approach goes beyond traditional recruitment methods to proactively seek out individuals who are not just qualified but are also the best fit for the company’s culture and strategic goals.

СONTENT OF THE SERVICE

• Industry Expertise  – knowledge of the market, valuable contacts at every level in industry and an awareness of current trends and issues that affect the business and hiring objectives.
• Research & Planning – market analysis and Internet research, develop a road map of companies and individuals from contacts and referrals and existing network, agree Project Management Program and key performance indicators.
• Candidate Contact – identification and contact of potential candidates in order to ascertain their core competencies, career achievements and future aspirations. After this assessment we present them the opportunity and challenge of the role.
• Qualifying Candidates – on the final stage candidates we interview and assess based on the key aspects of the role including areas such as leadership, motivation, and tolerance under stress.
• Presenting the Short List – we discuss short listed individuals in detail to determine suitability and ensure that an understanding of their career aspirations is appreciated before engaging the interview process.
• Interview Process and Negotiating the Offer prepare and facilitate expectations at interview and at offer stage, assisting with psychometric testing and in-house assessments, pre-closing for the successful hire.
• Resignation & Transition– provide counsel and facilitate communication regarding salary terms, resignation issues and the counter offer, liaise with clients and candidates for a successful transition.
• Assignment Review – debrief Project Management Program, discuss Management Report Document (retained assignment only), and establish areas for improvement, criteria for future search assignments.

Understanding the Client’s Needs

Job Specification: Detailed understanding of the job role, responsibilities, qualifications, and experience required.
Company Culture: Insight into the client’s organizational culture to ensure the candidate will be a good fit.
Strategic Goals: Understanding the client’s long-term strategic goals to align the candidate’s expertise with these objectives.

Research and Sourcing

Industry Research: In-depth research into the industry and competitive landscape.
Talent Mapping: Identifying potential candidates within the client’s industry and related sectors.
Network Utilization: Leveraging a wide network of industry contacts and professional associations to source candidates.

Approaching Candidates

Discreet Outreach: Confidential and professional approach to potential candidates who are often not actively seeking new opportunities.
Pitching the Role: Presenting the opportunity in a compelling manner, highlighting the benefits and career advancement possibilities.

Screening and Evaluation

Initial Screening: Assessing candidates’ resumes, career achievements, and initial fit with the client’s requirements.
In-Depth Interviews: Conducting comprehensive interviews to evaluate candidates’ experience, and cultural fit.
Psychometric Testing: Sometimes used to assess candidates’ personality traits and suitability for the role.

Presenting Candidates to Clients

Candidate Profiles: Providing detailed profiles of shortlisted candidates, including interview notes and assessments.
Client Interviews: Coordinating interviews between the client and the candidates, often providing support and feedback to both parties.

Offer and Negotiation

Compensation Negotiation: Assisting in negotiating salary, benefits, and other terms of employment.
Offer Presentation: Presenting the formal job offer to the selected candidate and addressing any concerns or questions they may have.