Headhunter is a service that provides quality candidates for businesses. They always have a large source of candidate data, ready to respond when business customers have needs. So have you ever wondered how a professional headhunter's recruitment process is? Find out more details with Navigos Search through the article below!
Customers of independent headhunters or headhunter companies are businesses, corporations, companies that are in need of additional personnel. Usually, when looking for headhunting services, businesses are looking for candidates in managerial positions or highly specialized personnel, which are difficult to recruit. Depending on the headhunter service and the candidate requirements of the business, the cost will be different.
Headhunter will receive descriptions of vacancies that businesses need
After completing the contract with the client business, the headhunter will receive the descriptions of the vacancies that the business needs.
2. Research JD and list of sources to find candidates
Just like when taking any job from your boss, if something is unclear you must ask the person giving the job. Headhunters too, after receiving a JD from a client business, will conduct a thorough analysis and study of each requirement of that job position and candidate requirements from corporate clients.
If there is something unclear, the headhunter will make a list of questions and problems to discuss carefully with the customer. This will help headhunters find the right candidate in the fastest time, and at the same time show their professionalism in working with clients.
After clarifying the requirements with the client's business, the headhunter will conduct an automatic screening of the list of candidates from available human resources through professional recruitment management software. If there is no suitable candidate, the headhunter will have to list out the sources to find candidates and expedite the contact to complete the contract for the business in the fastest time.
3. Post job vacancies on online channels and search for candidates from offline sources
With the development of science and technology today, social networking sites such as Facebook, LinkedIn, recruitment groups and forums, ... are developing strongly, attracting a huge number of people. This will be an opportunity for the headhunter to connect with the candidate in the most effective way. However, due to high quality personnel requirements, it is not easy for headhunters to find candidates in this form.
Headhunter searches for candidates on online and offline channels
In addition to the online channel, headhunters can search for senior HR candidates for client businesses through social relationships. Sometimes headhunters even "hunt" candidates from rival companies. This way of recruiting senior personnel is quite effective, but headhunters need to practice the necessary skills and build quality relationships.
Usually, to increase the efficiency of finding candidates, headhunters often combine online and offline recruitment at the same time.
4. Receive and screen CVs from candidates
With the form of job posting, headhunters will receive a large number of CVs submitted. At this point, the headhunter will rely on the JD received from the beginning to review, screen and select the CV that best suits the client's requirements.
5. Make a phone call to discuss with the candidate
After screening suitable CVs, headhunters will contact candidates to discuss job requirements and receive feedback from candidates. The telephone discussion will help the headhunter to more accurately assess the suitability of that candidate.
After the candidate agrees to apply, the headhunter will conduct an interview before transferring candidate information to the business. The evaluation of this interview results is through the scorecard system that the headhunter and the client business have previously agreed on. The scoring system will help evaluate candidates more accurately and quickly.
After the interview is over, the system will show the compatibility of the candidates into specific numbers. Thereby, the headhunter will assess the suitability of the candidates more accurately.
6. Summarize a list of suitable candidates and provide them to customers
After selecting the right candidate, the headhunter will collect that CV and send it to the client via email. Usually, the first round interview report is extracted and sent to the client via email system or other online applications. This will help businesses keep up to date with the ongoing recruitment progress.
Headhunter will collect that CV and send it to the customer via email
7. Arrange and support businesses interview
After the client company selects a suitable CV, the headhunter will contact the candidate to arrange an interview with the client. Because this is the decisive stage, the enterprise will exploit a lot of specialized skills in the candidate, so most will be interviewed directly by the human resources department of the enterprise. Some businesses will allow headhunters to participate to have an objective and fair assessment.
In addition, the headhunter is also the person who helps the candidate and the client company to get a reasonable salary for both sides.
8. Candidates are tested and guaranteed for 2 months
A headhunter's recruitment process is considered complete when the client company recruits a satisfactory candidate. The headhunter's recruitment process ends with an acceptance report with the business or organization that authorized the recruitment.
Usually, headhunter companies will provide a warranty for the business within 2 months. Headhunters will monitor candidates to support and advise them during the probationary process. In case a candidate quits or does not meet the requirements of the business, the headhunter will add another candidate to replace it.
By learning about headhunter's recruitment process, not only candidates but also businesses will quickly find their expectations in HR matters. Businesses can learn more about the cost of Headhunting services in Vietnam here.
Navigos Search hopes that through the article, there will be more interference, bringing excellent high-level recruitment results.
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