What is a Headhunter and how it can help your company find the best talent

What is a Headhunter and how it can help your company find the best talent

The 'headhunting' is considered a mixture of science and art: you have to know who to talk to and who silenced, and certainly need to have very good contacts and skills to move into different areas. You have to become a leader but being discreet. And finally, you have to have an eye for judging the character of people.


Companies flock to the 'headhunters' that add value to their selection processes. It's a matter of expectations, and as a professional advisor who must live up to what they expect from you. Here are some reasons why companies choose the 'headhunting' as a way to recruit talent:

Headhunter

They are matchmakers: the 'headhunters' must know thoroughly the sector, having the right contacts and also a special radar for people. They are experts in connecting the right candidate with the perfect job.
Save time: in the digital age, in which it is so easy for candidates contact directly with companies, we can find hundreds of CV for the same job. "The best candidates do not have time to invest to find your next post on the Internet, because often they are busy playing a great job in his current position," says recruitment expert Sandra Collins.

The 'headhunter' present only half a dozen profiles, and they add value to the organization. And they do not come from the usual places, but the best sites, including other companies.
They criterion and "smell" the line above, these professionals not only select the most suitable candidates objectively saving you select. They are able to capture talent thanks to the perceived value of the candidates to you have gone undetected.
They are discreet and respect confidentiality. Companies flock to 'headhunting' means to renew or higher positions. They can not afford a related filtration with a change of management or staff restructuring.
They know who is hiring. Another reason why companies value this figure is thoroughly analyzing their own organizational context, its internal culture and needs.
Close the deal. The 'headhunter' also assumes the role of mediator and facilitator during the final negotiations.
Follow Up. Finally, the best also give further follow-up of the candidate. "Once the candidate is entered, monitoring is done early during the three to assess their integration and performance" comment from mirava Consultores, 'headhunting'.