Recruiters and Headhunters

TYPES OF RECRUITERS

There are several types of recruiters; however the mechanism and ideas are used all the same. Companies dispose of several options, such as they can either: Employ Contingency recruiters; make a contract with some retained executive search consultant; or decide to manage the process themselves.

RETAINED EXECUTIVE SEARCH RECRUITMENT

• They are required in order to hire senior-level executives with a salary higher than $100,000 looking for not just any qualified candidate, but the most qualified, challenged and appropriate person.
• Retained Consultants usually help the applicants being its priority to both work exclusively with the client organization and find the best match candidate for a particular job; it means they work with one single search firm.
• These Consultants never have to either present a candidate to more than one client at a time or accept fees from applicants asking for help.
• Their role is completely consultative working to define positions and offering insights to attract only certain types of candidates.
• Retained executives search consultants receive their salary according to both their search and the most qualified candidates

CONTINGENCY RECRUITMENT

• Considered as a type of hiring practice, these recruiters work together with outside companies in order to evaluate the best candidates for a certain position.
• Contingency recruiters can be a firm of one, two persons or large firms with many employees analyzing perspective candidates.
• They are paid according to the successful hiring of a proposed job applicant; plus, their service include also information of the candidate like potential, personality type, background checks, references, experience, and other verifications.
• If the firm wants to, these recruiters can also include test of: personality, lie detector, drugs, and many other research methods.
• By suggestion of many business experts, contingency recruiting is the best option when hiring only one single employee.
• Contingency recruiters might receive $30,000 US dollars per year because of facilitating hiring of an employee who will make $100,000 USD.

IN-HOUSE RECRUITERS

• This type of hiring practice is used when there is need to hire a large quantity of workers. Usually, larger employers rather to undertake this method by using their own human resources department.
• In-house recruiters use many other recruitment agencies coordinating with them to advertise job vacancies. These recruiters can also use internal employee referrals when working with external trade groups and associations.
• In addition, some other large employers can alternate their recruitments by choosing to outsource all or some of their recruitment process.

ADVICES FOR EMPLOYERS, HEADHUNTERS AND RECRUITERS:

Hiring the best people requires more than just looking. Only the smartest employers are able to recruit pre-qualified of potential candidates before filling the job position. Do you want to be a smart recruiter? Here are some ideas, just keep reading.

• Develop relationships with potential candidates so that you can recruit a large pool of potential candidates.
• Analyse the exact requirements of the position in the job description; then, use it to develop behavioural and knowledge characteristics of the ideal candidate.
• Make a top ten list with the responsibilities and characteristics you will need and use select resumes.
• Ensure yourself of publicizing your interest in the candidate because you could be rewarded with cash bonuses.
• Do not lose any opportunity in contact possible candidate of industry contacts, association memberships, trade groups, etc. making a master list of industry leaders.
• Create a plan to be in contact with those people systematically and regularly by email, some website, fax, telephone, etc.
• Forget about typical written job lists; go ahead and create your own web site including vision and interesting information that sets your company apart from others.
• Keep in touch with interested and interesting candidates; do not strayed your attention on those potential employees you could end losing them.
• Make possible these candidates to subscribe to some company newsletter writing them some personal mini-newsletter frequently and sending periodical updates about new job opportunities.
• Show to possible new companies and clients your business is very stable, make money and want to grow. Be also friendly making feel to your new employees be part of something bigger than themselves.
• Use the Internet for your recruitments additional to your web site. Learn more about it and discover the many advantages it has to offer you attracting great candidates.
• Post open positions on every communication media such as private vendors’ websites, state and/or local government websites, classified ad on newspaper-related web sites, commercial web sites, etc. Plus, do not forget also about traditional communication media like newspapers, spotlights, etc.
• Hire also headhunters and recruiters expecting to pay 20-35 percent of the cost of the new recruit's annual salary. Additionally, remember these new recruiters have an already-developed pool of candidates.

ADVICES FOR CANDIDATES:

As headhunters and recruiters, they have one single objective: ensure the best candidate, it means to send the best qualified, intelligent and matched applicants with the requirements of the client company. So that, here are some advices every possible candidate should consider:.

• Do not pre -screen as a qualified candidate.
• Help and demonstrate the headhunter to show your interest in the job, professional levels and skills.
• Be professional with the employer during the all interview process; and with the recruiter during the pre-interview process.
• Follow-up to phone calls, emails, faxes, and letters from both employers and recruiters on time.
• Remember to avoid unforeseen communication problems in order to not send the wrong message to both recruiters and employers.
• Use only reliable contact information on your resume; plus, keep it updated.
• Prevent any crucial misunderstanding, for example a disconnected phone number. If it does, call the recruiter and inform him/her about it.

FAVORITE QUESTIONS OF HEADHUNTERS:

Headhunters’ questions are mostly according to the preferences of the customer organization. However, sometimes recruiters must know how and what to do in order to get the best candidate by both behaviour and knowledge.

Basically, headhunters’ questions are about work, skills, experience, career goals, etc. Sometimes, they also include relative questions to demonstrate abilities, interests, work style, preferences, etc. of applicants according to a relative situation.

However, a headhunter does not forget to ask the common questions related with the applicant’s knowledge, behavioural and challenging questions referenced to the work position. Plus, some more general knowledge questions about books and/or culture. And, finally headhunters want to ensure their choices, so that, they ask candidate to make their own questions in order to the headhunters can make a better and final decision according the behaviour of the applicant as a possible candidate.

Some of the most typical questions are:

• Why do you want this job?
• Why are you leaving your current company?
• What will you miss most of your current company?
• What are your expectations and personal goals for the forward five years?
• Where do you see yourself in a couple of years?
• If you die, what would you like to read on your epitaph?
• What do you think are your strengths and/or weaknesses?
• What is your greatest asset?
• When was the last time you find a solution for some troubled situation? What did you do? Did you have any regret about it?
• What did you do when you found a potential problem as an opportunity? Did you have any regret about it?
• How did you feel when you had to do something right experiencing a loss for it? What did you do next?
• Have you ever had a conflict with another individual? When? What happened? How did you feel then? What was the outcome?
• Do you work with scheduling methods? How do you work with it? Give examples.
• Do you work with prioritizing methods? What do you do when very important projects and tasks are scheduled? Give examples.
• What would you do if you were promoted? How do you select a possible successor?
• With whom would you like to be compared? With whom would not to? Why?
• What do you think are your best people's misperceptions?
• If you were me, what kind of selection process would you have chosen?