With this type of headhunting the recruitment consultant places an advertisement in the appropriate newspapers and/or online media in order to attract those candidates that are currently actively looking for positions. The recruitment consultant will usually make a pre-selection of fitting candidates, conduct preliminary interviews and help with the final selection of candidates.
Together with you we define the important aspects of the position that needs to be filled. As this forms the basis of all our further efforts, care must be taken from both sides to make the resulting recruitment profile as accurate as possible while at the same time not making it too limiting.
Motivational analysis – A post survey is done with people who would be in a similar position to the one we wish to fill to determine their motivations, their goals and what possible reasons might exist for a career move. This survey ensures that the resulting advertising not only is placed in the correct paper but also properly addresses the target group in a way which will invite them to respond.
Advertisement – The advertisement is placed in the appropriate paper, internet job site or whatever is appropriate as dictated by the survey results. Telephone service – We provide after-hours telephone service to enable candidates to get in touch with us outside of their normal working hours.
Analysis of the applications – Each application is studied and evaluated for its suitability concerning the position we are filling. Interviews – The candidates found are now interviewed. The purpose is to determine their personal qualifications for the position to be filled. We also present our client company in such a way, as to make the position that is to be filled interesting for the candidate. From these candidates we determine a short list. Time required from Brief to completion of interviews is usually about 3 – 4 weeks
Executive Search tends to be performed on a retained fee basis. The executive search company not only sources candidates but conducts the interviews, gets references (if desired) and helps the client throughout the hiring process. It is important to note that in a retained search you are paying for the time and expertise of the search firm. You have employed the firm to conduct the entire recruitment effort from beginning to end, until the candidate has started working.
Recruitment or Headhunting is often seen as a contingency fee activity. This is often used for lower level positions. In this sort of search, the headhunter will often simply pass CV’s on to the client, leaving it up to the client to conduct the first interviews, establish a short list, get references, make a final selection of candidates, negotiate a compensation package and finalize the employment contract. The activities of the recruiter are limited to sourcing candidates.