Head-Hunting.

Headhunting in the modern-day corporate jungle however, only showed significant growth in the early 1990s when conventional recruitment methods were deemed neither quick nor effective enough to find top talent. Is headhunting a skill or it can be coached through training? If it can be learnt through training, how is it done?

Employers and recruitment specialists increasingly began combing the offices of their competitors and contemporaries, tracking and luring people with scarce skills, particularly in the fields of information technology, engineering, accounting and senior management. Headhunting is usually out-sourced to specialist executive search companies that have the required resources, contacts and expertise to do the detective work and initiate discussions. The most effective headhunting assignments, say specialist head-hunters, begin with a good brief from clients.

Senior executive positions in large companies are often fulfilled through head hunting – either by a recruitment agency or by an employer. Head hunting is a specialized executive search for qualified and established individuals in a specific field. Most individuals who are headhunted are well known because of their professional success as well as through networking and recommendations.

In order to head hunt a business professional, recruiters are advised to research and network within the specific field they are headhunting. To find the perfect candidate for your company, you should search for individuals in the same profession and industry who have demonstrated exceptional levels of success. Additionally, scouting for a professional in a specific industry can be tedious as there are a number of potential candidates therefore listening to recommendations from valid and reliable resources can be the determining factor. These points are further explained below;

Research: by conducting in-depth and industry-specific research, recruiters are able to find information regarding professionals in the field. The most basic method is through the internet, using search engines such as Google and social media platforms, including Facebook, Twitter and LinkedIn. This will provide you information in regards to who are the leading professionals in a specific industry, as well as their current position in a company and their history. In addition to providing you with the contact details of the person, you can find out about their presence online and determine whether they would be a potential candidate for your company.

• Network: the “golden rule” for being head hunted as well as being the head hunter is networking. It is the most essential tool in this executive recruitment procedure. By networking with business professionals in a specific field, you are ensuring that you are connected with the relevant people in the industry.
• Recommendation: this point is closely related to networking as it is a direct result of it. When networking with business professionals in a specific field, it is likely that you will come across individuals who will offer you inside information in regards to how other individuals work. Whether they share success stories or inform you about issues of working with a potential candidate, it is important that you listen. If a business professional is recommended for your company, you should find other people who have worked with them and do further research before approaching them to ensure that they are the right person for your job opening.
  

Head-hunters' role is to source these people for difficult-to-fill positions. They differ from agencies because they focus exclusively on approaching people already working, rather than considering people looking for work.

• Why you use head-hunters
• Hiring a head-hunters
• Before you commission your head-hunter

Why you use head-hunters;

A good head-hunter will know the executive market intimately and will use that knowledge to maximise the chances of you selecting the right person for your company.  They should do in-depth background research on candidates, so that by the time an interview takes place, you have a full report on the candidate's track record and standing in the industry. They also help convince candidates that joining your business would be a smart career move, and negotiate on terms.

• Help you select the right person
• Provide you with background on candidates
• Help convince candidates to join you.

Hiring a head-hunters;

Choose a head-hunter specialised in the area you want to recruit for.  Draw up a short list based on their experience, then check them out. Talk to the consultants about their experience and success rates, but also seek testimonials or speak directly to other clients.  Things work best when you feel you trust and like your head-hunter.

• Go for specialists
• Check up on their experience and success rates
• Things work best when you feel comfortable with them.
  

Before you commission your head-hunter;

Before commissioning a head-hunter, be clear the about management gap that needs filling within your company.  Define exactly what you need in terms of skills, experience, personality and cultural fit.  Once you've done that it's easier to brief your head-hunter and draw up a job description.  Make sure you've worked out exactly what you're paying for and what will happen if they don't meet your needs.

• Define exactly what you need,
• Sign a contract with details of the desired services.
• Work out the particulars of pay.