HERE IS A SIMPLE GUIDELINE.
HEADHUNTING PROCESS
Headhunting is all about being proactive and reaching out to the best talent in the market.
By engaging with target individuals YOU are able to generate interest in an opportunity, gauge a person's motivation and aspirations and assess their suitability.
Typically YOU target 50-100 people from YOUR research. YOU use telephone screening, bespoke questionnaires and face to face interviewing to decide who should be presented on the shortlist. On average, YOU WILL deliver five qualified candidates per assignment.
Candidates are presented at shortlist with resumes/CVs and a Candidate Profile that provides further detail about their motivation, career path, personal circumstances and information against the key selection criteria for the position.
STEPS ARE
BRIEFING
Confidential discussions held with key client contacts, in order to obtain a clear understanding of the company, its objectives, the position and the characteristics of the person sought.
RESEARCHING
Potential candidates identified by utilising in-house research, database information and networking with informed individuals who can provide valuable, objective insights on people and relevant issues.
INTERVIEWING
Qualified candidates identified during the course of the search are interviewed and evaluated against the agreed profiles.
[includes psychom.tests/aptitude tests/reference checks etc]
FACILITATING AND COUNSELING
Client and candidates counselled throughout the interview process; close liaison with the preferred candidate to identify, articulate and effect a successful resolution of any issues arising during the offer process.
ENSURING INTEGRATION
Contact maintained with both client and candidate once the candidate has joined a client organisation to help ensure the candidate's successful integration into the new company.
REGARDS
LEO LINGHAM
From India, Mumbai
260HEADHUNTING PROCESS
Headhunting is all about being proactive and reaching out to the best talent in the market.
By engaging with target individuals YOU are able to generate interest in an opportunity, gauge a person's motivation and aspirations and assess their suitability.
Typically YOU target 50-100 people from YOUR research. YOU use telephone screening, bespoke questionnaires and face to face interviewing to decide who should be presented on the shortlist. On average, YOU WILL deliver five qualified candidates per assignment.
Candidates are presented at shortlist with resumes/CVs and a Candidate Profile that provides further detail about their motivation, career path, personal circumstances and information against the key selection criteria for the position.
STEPS ARE
BRIEFING
Confidential discussions held with key client contacts, in order to obtain a clear understanding of the company, its objectives, the position and the characteristics of the person sought.
RESEARCHING
Potential candidates identified by utilising in-house research, database information and networking with informed individuals who can provide valuable, objective insights on people and relevant issues.
INTERVIEWING
Qualified candidates identified during the course of the search are interviewed and evaluated against the agreed profiles.
[includes psychom.tests/aptitude tests/reference checks etc]
FACILITATING AND COUNSELING
Client and candidates counselled throughout the interview process; close liaison with the preferred candidate to identify, articulate and effect a successful resolution of any issues arising during the offer process.
ENSURING INTEGRATION
Contact maintained with both client and candidate once the candidate has joined a client organisation to help ensure the candidate's successful integration into the new company.
REGARDS
LEO LINGHAM
From India, Mumbai
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