What is headhunting and what is his role in recruitment process - Shelby Global

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What is headhunting and what is his role in
recruitment process?
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Headhunting is a recruitment method in which a
head- hunter directly searches for a
professional profile a company request. The
techniques he uses are not passive recruiting
(into mediators, advertisements, etc.). It is a
recruitment or active search in which he goes on
the "hunt" for the professional desired by the
company.
Many companies decide to hire a Headhunting profes
sionals,
company to incorporate certain
outsourcing the recruitment of talent for the
organization through this type of process. Above
all, this method is used for Managers, Middle
Managers, and highly Specialized Profiles scarce
in the market. Hiring an external consultant
provides a fundamental value, discretion in the
process, which can be carried out within
established parameters that do not arouse alarm
in a market or sector of activity. How does
headhunting work? The process followed by
Headhunting company is, in a simplified way, as
follows 1. - Request to the company for the
profile you want to hire at this point, the
head-hunter asks the client for information
about the job position and the profile of the
possible occupant, that is, the know-how
demanded, the expected results, the problems
that they must solve, the desired competencies,
the required training, the salary, the necessary
personal experience, etc.
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• - Determination of the potential target market
  with exciting candidates, which sometimes
  includes sectors or companies of origin,
  critical positions of origin, minimum results
  obtained in the past, etc. It is not uncommon for
  a final report from the head-hunter to give an
  overview of the market of potential candidates.
• - Selection of sources in this case, the
  head-hunter may use professional networks such
  as LinkedIn, their network of contacts in a
  specific sector, or follow different strategies
  to access possible candidates from among the
  professionals of the companies that have
  targeted.
• It is not uncommon for the headhunting company to
  contact the client's competing companies to
  locate the ideal profile among some of its
  employees. Hence, insisting on the significant
  value that discretion and know- how have in the
  process.
• - Motivate the contacted professional towards
  change. Let us not forget that it is not a
  person who has attended a selection process but
  rather someone we have sought. You may be open
  to listening to offers, but routine issues such
  as explaining the job position or requesting
  information from candidates are essential in
  executing it.
• All the usual phases of a selection process
  should be carried out with the most significant
  possible rigor. Still, the candidate must
  understand that providing information does not
  entail any risk and must fit into the new
  organization.

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5. - Presentation of the finalist candidates to
the client company the shortlisted will carry
out the corresponding interview with the
company, and the latter will decide who will be
hired for the job in question. Conclusion Once
the head-hunter contacts potential candidates,
they need to give an honest explanation of the
attractiveness of the position offered. You
should verify that the candidate is genuinely
interested before requesting any professional
background. The person contacted will want to be
guaranteed discretion as well. A high-level
professional cannot make his resume available to
any prospective employer without adequate
security. These are people who have a lot to
lose.