Why Headhunting

Your company is successful. Your HR and specialist department employees are committed. Nevertheless, there are difficulties in recruiting specialists and managers.

There are external, but also internal reasons for this.

What can be reasons?

•  Job advertisements are placed less frequently than in recruiting offices, the routine is missing
• The range of media and Internet portals is constantly changing, is not known up to date
• The heads of the specialist departments are working at full capacity, there may be delays in the transmission of special requirements.
• The HR employees are busy, there may be delays in the preparation and placement of the advertisement
• The wording of the ad is standard and does not seem very fresh. Neither personnel department nor specialist department can revise this alone "from a single source".
• HR staff are working to capacity, incoming applications are not always answered promptly
• The technical preselection / first telephone calls are delayed because the technical superiors are busy or not available due to travel
• After the usual business hours, no one is available for applicants, but they are preferably available in the late afternoon and evening
• For initial personal interviews, the presence of the line manager and an HR person is usually necessary. If the appointment calendar is full, the interviews may be postponed for weeks.
• The best applicants are quickly no longer available, they cancel

Of course, never all of these points are true. But if some of these points remind you of your company, you are not alone.                                                                                                                                                                                                                                                                               

Headhunting is expensive - is that really true?

The costs for a search procedure are in the amount of the personnel costs for the position sought for 2-3 months. Relate this figure to the months of average seniority in your company.

*Example: 5 years= 60 months: the costs for a search via headhunting are 5%.

The better choice is worth it. Every day after hiring. Test it.

Standard headhunter or specialized headhunter?

A headhunter brings advantages here:

• Advice to the client before the search regarding organization
• Immediate formulation of ads, no delays
• Optimal reach of the advertisements through systematic use of the most up-to-date portals
• Significant further increase in the number of candidates through direct approach ...
• .... via the social professional networks and also outside the social professional networks
• Good accessibility even in the evening hours, when the candidates are available
• fast preselection

A specialized headhunter brings however by its specialized experience still additionally:

• Optimal wording of his ads in the technical language, but without being blinded by his work
• Use of the own, grown branch network
• Optimized addressing of candidates through industry knowledge, therefore higher response rate
• Optimized preselection through the ability to assess the professional experience of the candidates
• Prompt interviews with the experience and perspective of the HR manager AND the line manager AND the managing director - without burdening their time
• Optimal presentation and improved reputation of the client by the specialist headhunter - important in the current candidate market
• Preliminary examination of the applicants in the interview
• Improved quality of casting proposals

Foto: Uli Carthäuser / pixelio.de