Headhunters: Very Special Recruiters
25 May 2011
Read by 1704 persons
Discreet calls, hushed conversations, whispered offers, and an employee who resigns. The practice is confidential: it's headhunting.
The difficulty of finding the desired profile, the lack of qualifications, the complexity of the required skills, are all reasons that push companies to use headhunters. In general, "the potential target is a manager, a senior or confirmed executive who already has ten years of experience and whose professional career shows sharp and significant skills and knowledge," emphasizes Philippe Montant, CEO of ReKrute.com.
Headhunting is, along with job offers, one of the two operating methods of recruitment. It involves contacting a potential candidate without them having ever applied and requires a specific approach methodology. The mission is to approach people who don't necessarily want to change employers. So you have to be patient, persevering, and tenacious. Indeed, during his mission, the headhunter would be called upon to play psychologist to confront the major difficulty of the profession, which is the mistrust of candidates. "In the Moroccan context, the biggest difficulty remains mistrust. Unlike Europe where this recruitment method is commonly used, in Morocco, the target hesitates to respond to the consultant. He worries about how he was identified, he doesn't want to talk to an unknown person, he feels trapped, all factors that make hunting difficult in Morocco," explains Montant.
Beyond this constraint, the headhunter must also intervene in the negotiation phase and find the balance between the candidate's requirements and the company's offer. Indeed, hunting involves the search for sharp profiles who are very demanding due to their "background." "For this, the company offers up to a 20% salary increase," says a headhunter.
Posted on May 25, 2011
Leconomiste.com
The difficulty of finding the desired profile, the lack of qualifications, the complexity of the required skills, are all reasons that push companies to use headhunters. In general, "the potential target is a manager, a senior or confirmed executive who already has ten years of experience and whose professional career shows sharp and significant skills and knowledge," emphasizes Philippe Montant, CEO of ReKrute.com.
Headhunting is, along with job offers, one of the two operating methods of recruitment. It involves contacting a potential candidate without them having ever applied and requires a specific approach methodology. The mission is to approach people who don't necessarily want to change employers. So you have to be patient, persevering, and tenacious. Indeed, during his mission, the headhunter would be called upon to play psychologist to confront the major difficulty of the profession, which is the mistrust of candidates. "In the Moroccan context, the biggest difficulty remains mistrust. Unlike Europe where this recruitment method is commonly used, in Morocco, the target hesitates to respond to the consultant. He worries about how he was identified, he doesn't want to talk to an unknown person, he feels trapped, all factors that make hunting difficult in Morocco," explains Montant.
Beyond this constraint, the headhunter must also intervene in the negotiation phase and find the balance between the candidate's requirements and the company's offer. Indeed, hunting involves the search for sharp profiles who are very demanding due to their "background." "For this, the company offers up to a 20% salary increase," says a headhunter.
Posted on May 25, 2011
Leconomiste.com
