What preparations should a headhunter make when searching for candidates?

After the job searcher gets the client’s job requirements, he has more important things to do. Especially as a professional headhunting consultant, after getting the company’s job recruitment needs, he needs to analyze the company and the position. Do detailed analysis. So what exactly should be done? Let’s talk about it in detail based on Basil.com’s headhunting experience.

1. Understand the basic conditions of the recruitment position

After getting the position, the headhunting consultant needs to understand and grasp the basic conditions of the position, such as the candidates’ educational requirements and work experience requirements , more than 5 years of work experience or more senior experience. There are also requirements for candidates’ background. Basil.com has encountered some companies who want to poach people from target companies. If we have such reserve talents, the success rate will be higher. In addition, the work location also needs to be clarified, which is also a practical issue that candidates will be more concerned about.

2. Grasp the core conditions of the recruitment position

The headhunting consultant must first clarify the necessary conditions that the company requires candidates to meet. First of all, it is necessary to clarify the job title, job responsibilities, etc., and what the recruited person will be mainly responsible for after arriving on the job. In particular, what are the professional requirements for technical talents, what technologies this person must know, how long of experience he must have, what level he is, whether he needs management team experience, how many people he has managed, what level he reports to, etc.

3. Understand the recruitment background of the position

The recruitment background is why this position is being recruited. If it is recruitment for a new project, the characteristics of such a position are that it requires many people and is urgent. should be handled with the highest priority. If there is a shortage of people to recruit in the middle of the project, then such a position is urgent but requires precision. Because it requires one person, it must be completed quickly. If the future development of the company requires recruitment, then such a position does not need to be so urgent. You can slowly select among many candidates and continue to communicate. Therefore, it is necessary to understand the recruitment background of the position so that headhunters can target candidates more accurately.

4. Basic communication about job benefits

After getting the position, the headhunter needs to conduct basic communication about the salary and benefits of the position. This can help the headhunter match the candidate in the early stage. By doing this, you can also screen out some candidates who do not match the salary and benefits. When communicating with the company about remuneration packages, headhunters need to understand the composition of the remuneration system for the position, as well as the ratio of basic salary, performance bonus, and year-end bonus. In addition, you also need to understand the expected salary range. When communicating with the company, headhunters must pay attention to the salary standards of existing personnel and whether there are other special benefits, such as equity incentives.

5. Understand the background of the company

Many headhunters will ignore the investigation of the company’s background. Here, Basil.com reminds you that you must conduct a background investigation on the recruiting company to clarify the nature of the company and that it is a state-owned enterprise. Or a private enterprise, a joint venture or foreign investment. There are also characteristics of the company, for example, is it a listed company or is it financing? Which round of financing was it? Is it a well-known enterprise in the industry or an entrepreneurial company? These are the background and characteristics of the company. On the one hand, they are very helpful for candidates to quickly understand the company and save a lot of unnecessary time and costs. On the other hand, it can also reflect the professionalism of the headhunting consultant.

6. Industry statistics

Finally, in addition to analyzing and understanding positions and companies, headhunting consultants also need to screen companies in the same industry, at least to identify domestic companies. 30 well-known peer companies. Through the product introductions of these peer companies, on the one hand, we can understand the industry rankings of cooperative units, and at the same time, we can also search for talents from competing companies, so that the recommendation of past candidates will be more accurate and will not be counterproductive.

Headhunting is a very detailed job, and any neglect of a detail will have a great impact on the work. At the same time, headhunting is also a very technical job, and there are many things in every link. Skills need to be used, and those who can be headhunters are people with careful minds and strong work ability.

On the surface, talent search is a communication and a simple connection. In essence, a large amount of raw data on candidate competency and willingness will be generated during the talent search process, and the headhunter is a data mining engineer. Continuously analyze and quantify these candidate behavior data to form the candidate's "product specification".

High-end headhunting project consultants will provide candidates with appropriate career planning guidance based on their own experience during this process, and form more targeted "product usage guidelines." At this time, headhunting creates value for the candidates. When the headhunting consultant determines that the candidate is suitable for the client's needs, he will write a recommendation report and specific interview arrangements based on the client's JD. At this time, headhunters create logistics value for customers. Therefore, boring talent search is actually not simple. This may be the focus of deep learning of robots in the future. However, whether the cold voice of the robot Cold Call can replace the care of headhunters is worth considering. At least for now, talent search is still the responsibility of headhunters. The key point is that it is an important link in the recruitment chain. Headhunting consultants must not take it lightly.

I hope Basil.com’s answer can help you.