Headhunting
Headhunting is an effective way for your company to find professionals for your industry. Headhunting through us saves time and resources. Our process starts with mapping the customer's needs. We make use of our extensive networks, such as LinkedIn and professional communities, as well as previous bachelor's data.
Once we have identified potential candidates, we contact them via personal messages or by phone. We interview candidates and carefully assess their suitability. Finally, we support in negotiations and drawing up employment contracts and offer support to both the customer and the new employee in the initial phase of the employment relationship, thus ensuring a smooth transition.
How can my company benefit from headhunting?
The advantage of headhunting is that candidates suitable for the open positions are selected from the start based on their skills. This is also an effective way to reduce the risk of hiring mistakes. Headhunting can reach professionals who are not actively looking for new job opportunities. With the digitization of the world, finding a specialist no longer takes weeks or months; the right professional can be found in just a few days.
The best aspects of headhunting
- Save time in the recruitment process.
- Find a professional whose skills, experience, and qualities match the job description.
- Reduce the risk of costly hiring mistakes.
- Find the professional you are looking for among passive candidates.
- Get support from a RekryDiili professional during the recruitment process.
This is how direct search proceeds
1. Start
Together with the client, we determine the required information, skills, and education level for the sought person. Additionally, we define the job description and related key competencies. What qualifications are required of the applicant for the job? By answering this question, we find the most suitable candidates for the position.
2. Candidate mapping
In direct search assignments, we go through our talent pool and use comprehensive industry tools. We also use various social media platforms and online services to support direct search. This way, we reach a wide range of potential employees. We especially focus on a successful and positive candidate experience, so candidates have a meaningful impression of our contact. We operate with absolute confidentiality in this process as well, and we do not disclose the client's name to the candidates.
3. Selection of the most suitable candidates
We interview the potential candidates found through direct search and report the results in detail to our client company. The interviews are conducted according to the client's wishes and requirements. All direct searches can include psychological suitability assessments and tests to select the most suitable candidates. Based on the results, the client company can plan the new employee's orientation and possible training more clearly. If necessary, we are involved in making the final recruitment decision and give our suggestion and opinion on the most suitable candidate for the position.
4. Headhunting makes your business more efficient
At the end of the process, you'll have a new, knowledgeable and skilled person as part of your team. We'll meet the right candidates, assess their skills and suitability, and make sure they share your company's values and goals. This will strengthen your team and help you better achieve your business goals.
Frequently asked questions
What is the difference between headhunting and traditional recruitment?
Headhunting differs from traditional recruitment in that no public job advertisement is published; instead, potential candidates are sought and contacted directly. This method allows for confidentiality and a targeted approach, whereas traditional recruitment often relies on a broader and open application process.
Who is headhunting best suited for?
Headhunting is particularly suited for situations where specific skills or experience are sought, which may be difficult to find through traditional methods. This method is especially useful in recruiting top management, specialist-level positions, and hard-to-find professionals.
How long does the headhunting process take?
Although the headhunting process can vary case by case, thanks to digitization and modern tools, a suitable candidate can be found in just a few days. However, the entire recruitment process can take from a few weeks to a few months, depending on the job requirements and candidate availability.
How is a headhunting assignment started?
A headhunting assignment usually begins with a thorough discussion of the company's recruitment needs and goals. After this, the headhunting expert conducts a target group analysis and begins identifying potential candidates. Once suitable candidates are identified, they are contacted, and their interest and suitability for the position are evaluated.
Is headhunting expensive?
The cost of headhunting services can vary significantly depending on the scope of the assignment, the job's requirements, and market conditions. Generally, headhunting services are more expensive than traditional recruitment methods, but they can yield significant long-term savings by reducing the risk of hiring mistakes and speeding up the recruitment process.
Can headhunting be used confidentially?
Yes, headhunting allows for confidential recruitment, which is especially important if the company does not want to publicize open positions or wants to operate with a low profile during the recruitment process. This can be useful, for example, when seeking a replacement for a current employee who is not yet aware of the upcoming changes.