Basics of headhunting, to determine the profile of the candidate

“In the collective imagination, the basics of headhunting are associated with relaxation and idleness. This is far from reality. After more than 10 years of experience in headhunting and as a personnel manager in several large companies, she began her practice 3 years ago. In parallel with this creation, she became the regional manager of 5 clubs of business leaders of the network.

The Progress Management Association is a group of business leaders and a large national network of more than 4 members who meet monthly in more than 200 clubs. Since then, the “basics of headhunting” have developed their missions. For, although the function of human resources has long been perceived as secondary, it has become an important component in the general policy and strategy of the company.

The company offers several areas of intervention. This helps companies find the best profiles, especially for high-level posts. Rare, specialized, and high-level profiles. General managers, middle and senior managers … Several “hunting” techniques are used:

“A direct approach is a fundamentally different approach to recruiting through advertising. The bounty hunter must first identify and then look for a clearly defined profile of low-level executives who usually will not respond to the application because he is not looking for a first degree job. In order not to create competitors on the island, we regularly conduct reconnaissance in the metropolis. Respect and ethics are the basic rules of this profession. According to the Association of Leadership Search Consultants, which brings together leading hunting companies in the world, it is the financial, industrial and technological sectors that are the main hunting grounds for recruiters.

The company is also an approved training center. He is engaged in training managers on all issues related to representative staff institutes, conducting annual assessment interviews and staff recruitment. He is also requested for specific tasks that relate to HRD work: employee integration, updating of employment contracts, job descriptions, litigation management – “My work requires commitment and flexibility. Our customers want a lot of privacy. I also work alone. However, outside of my competence or in addition to them, I work on the network and regularly contact external consultants, experts in their fields. ”

The bounty hunter and the recruiter begin with a customer request and look for a candidate to respond to the request. A distributor starts with a candidate and starts looking for work on his behalf. The hunter, as a rule, does not use advertisements and works in the dark while the recruiter publishes advertisements on the Internet or in print media.

Usually two methods of remuneration are used. In the banking sector, about 20% of the market is subject to exclusive mandates aimed more at hunters. In this case, the usual procedure provides for payment in three stages: 1/3 upon signing the mandate, 1/3 upon providing the “short list” and 1/3 upon conclusion. But the bulk of the banking market (80%) successfully competes with various recruiters. Only those who find the right candidate are paid.

This database is at the heart of our business and is one of the keys to success. It consists of the convergence of a large amount of information collected through our networks, research that we conduct in the press, on the Internet and through resumes that we regularly receive. Its update is important. That is why we must be careful about the movement of people in our markets.

In most cases, we call a candidate to his workplace and inform him that his profile is of interest to one of our clients. He is then asked to give a brief description of his profile to ensure that he is on target, and is invited to send his resume. If the resume in question meets the criteria of the client, the potential candidate is then accepted by the main interviewee for an interview.

The goal is to determine the profile of the candidate as accurately as possible. I ask him, for example, to describe his technical skills and the results obtained in his previous posts. I also try to understand his origin, to determine the reasons that led to his change of position during his career. Of course, I judge the passing ability of the candidate to introduce himself and express himself, trying to reveal his aspirations. This interview is very important for the candidate, because there is usually no second chance.