Head-Hunter's Day Life, Introduction, Tasks Ahead, Searches, Candidates

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Introduction

  • A Head-hunter is a company or an individual.

  • Provides employment recruiting services.

  • There are various ways in which recruiters organize their days.

  • The ways are centred on certain basic activities.

  • A Head-hunter manages the flow of several pipelines.

  • For the business to run successfully these pipelines must be vibrant and alive.

  • The Head hunter also gets affected i.e. loses commission with any of the pipelines get affected.

  • A recruiter should focus upon balancing these activities and increasing the flow in each of the following pipelines.

Head-hunter's Pipeline

Head-Hunter's Pipeline

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Searches

  • Lifeblood of a recruiting organization.

  • The head-hunter is likely to get out of business without specific positions.

  • The major thrust for a recruiter is continually obtaining searches through:

    • All manner of marketing

    • Cold calls to potential clients

    • Existing client account servicing

    • Referrals

    • Advertising

Candidates

  • Requirement of qualified and appropriate professionals to fill those openings.

  • To add heads to their storehouse of possibly placeable professionals, recruiters constantly and vigorously pursue all avenues.

  • A successful head-hunter is unceasingly managing a flow of contacts, relationships, and resumes of viable candidates.

  • A candidate may be sourced (obtained) indirectly through a Web site, newspaper ad, or referral, or directly through that always exciting cold-call to an unsuspecting professional.

Send Outs

  • Essentiality to have an ongoing flow in the first two pipelines.

  • If the work flow with respect to send outs is not proper, the recruiter may be inefficient or ineffective.

  • Send Outs refer to sending out a viable candidate on a viable search.

  • The initial hurdles of the placement process have now been cleared:

    • A company has found a presented candidate interesting enough to interview.

    • A candidate has found a presented employment opportunity interesting enough to interview for.

    • A recruiter, who has done all the presenting, has established a specific time and place for the interview (The ultimate matchmaking).

Placements

  • Developing relationships, having fun, living our daily lives.

  • Placements are a must for the businesses to stay alive.

  • Placements in a practical world are those magical moments that ensures both parties that two pieces of the puzzle snap right into place.

  • The candidate and company have to keep going steadily.

  • The placement process is not always so “magical”.

  • It requires the experienced mediation, management, communication, and even arm-chair-psychologist skills of a recruiter - not to mention sales ability.

  • Making placements and closing deals is a head-hunter’s all-encompassing pipeline activity.

  • An added dimension to this process is the cumulative effect of recruiter “networking.”

Tasks Ahead

  • When it comes to provide either the right candidate for a particular search or the right search for a particular candidate, Head-hunters can’t always rely on their own heads/clients.

  • A successful recruiter’s office should represent a literal hub of activity along with a huge transfer facility.

  • There are so many ideal recruiting firms, Grand Central Station is one of them.

  • It is very important for the candidate to understand this movement within a recruiting organization so as to determine how to best position oneself to utilize the resources.

  • Understanding the flow that a head-hunter is attempting to manage daily allows to:

    • A certain degree

    • Step into the head-hunter’s shoes

    • Walk around a bit

  • Important decision making process(most of them telephonic)

    • Sorting through resumes

    • Hunting new heads

    • Arranging interviews

    • Consulting/counselling both clients and candidates

[Note: A greater volume is required in the first pipelines to result in any volume in the last. More activities are needed to be ensured with respect to Placement activity because of the sieve effect of the first three pipelines (Searches, Candidates, and Send Outs)].