Headhunting
“If you can hire people whose passion intersects with the job, they won’t require any supervision at all. They will manage themselves better than anyone could ever manage them. Their fire comes from within, not from without. Their motivation is internal, not external.”
Stephen Covey
Is your company seeking for an executive-level employee to fill a vacant chair, dreading the hassle of Headhunting for candidates?
The recruitment process can be tricky sometimes, especially when you are looking for management or board level staffs. It can lead you to end up making a bad hire.
What is a bad hire in Headhunting?
One of the devastating mistakes a company can make is hiring the wrong person for the job in a senior executive level.. If a new senior executive happened to be a bad hire, it turns out to be a great disaster.
He can make several mistakes and can provide lower quality services, which cause an indirect loss for the company.
If you want to drag yourself out from the time-consuming recruitment process or a bad hire, the best solution for you is approaching a headhunter.
Causes of Bad hire in Head Hunting
- Time and money spent on the wrong hire.
- Bad Influences in the workplace
- Negativity factor spread by Bad hire in the workplace.
“The smartest business decision you can make is to hire qualified people. Bringing the right people on board saves you thousands, and your business will run smoothly and efficiently.”
If you don’t know who the best potential candidate is, you can’t probably make the right hire.
As a recruiting professional, an executive recruitment firm or head-hunters get a detailed understanding of what the employer wants, before identifying and engaging the prospective candidates.
Whether the vacant post is for Vice president, CEO, COO or operation head, an executive researcher can search out the top-performing candidate who can grow with your company.
Bill Gates Says You Must Offer This Perk if You Want to Hire the Best People
Bill Gates
“The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area.”
Bill Gates
The key for us, number one, has always been hiring very smart people. If we weren’t still hiring great people and pushing ahead at full speed, it would be easy to fall behind and become some mediocre company.”
Bill Gates
The best Headhunting senior executive search recruiters strong points.
- A very strong social media presence
- Staying in connect with senior-level executives at all times.
- Listening and focusing ability with experienced senior-level executives.
- Updating all latest happenings with the corporate world.
What are the best practices that make a headhunting or senior executive recruiter out of the box?
- Strategy and Research
Headhunting or Head-hunters start their hunt for candidates with a strategy. They consider the level and scope of comparable roles, office location, the ranking of the company, corporate culture, and so on.
Once they map out the target company within specific industries and specific geographic areas. And they will have a handful of potential leaders to go after.
The top-notch Headhunting firm or head-hunters will only approach a candidate if a contact in their network can verify that the candidate is solid.
- Latest technology and accurate record
The world is getting competitive day-by-day, and you can’t use outdated methods for sourcing and screening candidates.
The best recruiters use Customer Relationship Management (CRM) to track candidate information and other marketing strategies.
They also keep detailed records of all clients, job positions, and candidates. It helps them get relevant information readily at their fingertip.
- An actively growing network
The best asset of senior executive recruiters or Headhunting is having a vast network of business contacts.
They build an existing relationship stronger with regular communication, and they continually keep an eye out for new viable relationships.
Recruiters believe that if one connection isn’t particularly the best fit for a position, they could be ideal for the next one.
Headhunting or senior executive recruiters nurture every network they get in their journey to pick out the perfect candidates. Growing network through referrals is also one of their essential practices.
- Knowledge about the industry
A top head-hunter will have excellent knowledge about the profession they are headhunting the candidates. They spend more hours with hiring managers to get an in-depth understanding of the role need.
Most of the corporate companies decide to use a senior executive search firm do so because they don’t have the internal resources, network or perhaps even evaluative skills to recruit themselves.
If you would like to use a senior executive search firm for your candidate search to fill a hard-to-fill vacancy, you should use a firm that has experience placing candidates in positions similar to your open position.
Acquiring the right talent is the most important key to growth… Hiring was- and still is- the most important thing we do.
Marc Bennioff
