Economic crisis and/or the shortage of highly skilled professionals is forcing employers to resort to new methods of finding specialists and in particular to engage the services of recruiters of the so-called «bounty Hunters». With the features of their work and you will learn by reading this article.Skilled professionals are the Golden reserve of the company. These are the people who primarily contribute to the rapid development of the organization, and they are the subject of increased attention from competitors and recruiters.
the Method (from the English. headhunting — headhunting, where head — hunting and head — hunting) is one of the areas of search and selection of key personnel and rare, specialty, and level of professionalism.
«Victims of» bounty hunters are only professionals of high level and skills. This level of professionals would like to get every employer.
How is the process of luring such professionals?
the Method is an expensive method of selection of specialists, but they are used to close important and «high» positions.
Often the hunter has two options of order. Or the customer calls the specific individuals whom he would like to see in the ranks of your company or determined a list of requirements.
in the first and in the second case, the Headhunter requires careful preparation. If the client was named as a particular surname, the recruiting officer must examine the identity of the «target» and decide on the most effective strategy. The second option is more common and is called «executive search». In this case, the expert Advisor analyzes the market and prepares a list of potential companies in which to find a suitable candidate. If adjustment is required on the client side, he brings it in the same list. Then the consultant goes to potential applicants, understand their motivation, conditions of work today and the relation to a potential offer.
to Reach a potential candidate, too, is not always easy, I will name the most common:
After the necessary contacts have been received, contacts the nominee. It is necessary to determine motivations and to identify its need. Many believe that the main driving force of money, but the material component is not always plays a key role, we can’t keep raising rates. In the future, the question will arise about the reliability of such an employee who is always in search of a more «cushy» place. For someone moving to be an interesting product or new project, and can increase the importance in the eyes of a new employer.
interview, the customer is provided with a pool of suitable and screened candidates.
Further, the consultant acts as a facilitator, preparing the candidate for interview with employer. The result, typically, is to obtain proposals and subsequent access to the new employee.
it would Seem that all the work is done, but no. Headhunter and continues the interaction with the candidate, advising and helping to adapt to the new organization. This is necessary, including to prevent possible complications in the settling-in period of the employee to the employer and Vice versa. Of course the specialist providing the service assumes the warranty responsibility and obligation to provide a replacement in case of dismissal, but it is better to prevent any small misunderstandings that may arise in any group, than to start searching again and not the fact that the next time will find a more worthy candidate.
Summarizing this information, I want to celebrate that «bounty hunting» is more complex and qualified work of specialists, rather than the standard selection of ordinary specialists. If a Headhunter calls you and offers to negotiate the terms is a pleasant sign of the value of employee and his professional values. But don’t suggest that you manipulate such proposals, blackmailing his employer, trying to raise the level of wealth. Often, it will play a cruel joke with You, and leave a bad trail.
Kuraev Daria
Recruitment company AVICONN
The recruitment consultant.