If we literally translate from English (headhunter), the term headhunter does not convey a hostile message, it can even make us apprehend. However, when it comes to scouting, things change, head hunting is currently one of the most widely used methods of staff selection by companies.
It consists of finding the ideal candidate for a vacancy without looking for an active job, so the headhunter is in charge of searching for profiles based on what the company has asked to find the most qualified employee.
- Its origin is relatively recent.
- It began in the 1950s and 1960s in New York as a way to find people trained to hold leadership positions.
- During these years.
- Several small businesses were founded in the United States.
- Which were then grouped into large multinational talent hunting companies.
Nowadays, this method is less used to find people with such responsibility, it is used mainly to discover profiles that are difficult to find, either due to market shortages, training, skills or abilities.
There is no doubt that the incorporation of the Internet and new technologies has given great impetus to this method and, in a way, transformed it. Before, when we were not “connected”, the selection of staff was much more difficult. Recruiters had to use their contact list or calendar to search for potential candidates.
With social media, email and mobile phones, the task has become much easier, plus there are different platforms that are used to get immediate information about a person’s work, education and training, at a glance you can find out if this profile is the one you’re looking for or not.
It’s like a catalog of candidates with a few clicks. But despite this apparent time saving, talent search is a long process that requires several phases.
In general, headhunting companies are hired by other companies, they are responsible for finding a specific profile to fill a specific vacancy, so listening to the customer’s needs is also part of the process.
In the field of human resources a very important part is the candidate’s trajectory or resume, but there is another equally fundamental one: human and nonverbal, it takes into account everything we can imagine, the handshake of the candidate, his clothes, his appearance, the posture he maintains during the interview, the perfume or the way in which it is expressed.
Once the headhunter has obtained this information by contact and personalized treatment, you will be able to know if this profile is compatible with the needs of our client. Rakesh Khurana, PhD in Organizational Behavior, assures us that the job of head hunting professionals is to coordinate, meditate and legitimize. They determine who considers themselves a talented individual and who should be admitted to the networks that provide access to elite positions.
The benefits of headhunter outsourcing are numerous. Compared to traditional technology, this saves time and money. What used to take weeks can now be done in a few hours. Their personalized treatment, value for money and dedication provide peace of mind and support to the company that hires them.
In addition, outsourcing this selection process ensures better alignment with the ideal candidate. Keep in mind that these companies are dedicated -only?In search of talent, it is assumed that its professionalization is superior to that of any internal human resources department.
If you’re unemployed or looking for a job more in line with your preferences, why not hunt heads? I mean, why don’t you look for these headhunters?
First of all, it is advisable to have an open profile on any social network used by these professionals. Once there, identify the companies you want to work for and filter by vacancy. Looking for selection heads, consultants, breeders, researchers, recruiters? and add them!
It may have been invisible before, but it is much more likely that you will consider taking these small steps for the position you want.