Economics/Business

How to become a headhunter/importance/features/qualifications

what a headhunter is

Even appearing to be a kind of recruiter, the headhunter does not receive and select resumes for open positions. His role demands greater autonomy and flexibility to seek talents that suit the institution in the most different places and occasions.

Therefore, it is essential that this professional has a good network, which goes beyond many contacts on social networks. Having a wide network of relationships increases the chance of finding talent or even great executives for the company. 

In addition, the headhunter must be constantly aware of the market , conducting research and monitoring, aligning their needs with the institution’s objectives.

Through their knowledge and strategies, the headhunter often identifies the shortage of professionals that not even the company realizes it needs to integrate into its team. 

The headhunter can be a permanent employee, but he often works autonomously, due to the fact that his role is more external and not within the company. It is usually used by institutions that need very specific professionals.

The importance for companies

Often, the HR sector does not find the ideal profile in a selection process . With a broader network of relationships and its ability to map the market, the headhunter is able to present better options according to the institution’s vision and needs. 

In companies that have branches in other states or are even moving to other cities, the headhunter’s flexibility to be out of the business environment makes it easier to fill in the workforce.

When it comes to recruiting high-ranking professionals then, such as a board, president or vice president, the HR challenge is even greater. Most of the time, these collaborators are not found in a traditional way and, with the help of the headhunter and their more refined selection, the possibilities of mapping these talents are even greater.

HEADHUNTER: FEATURES AND QUALIFICATIONS

Among the characteristics of the professional are:

  • Having Confidence in Yourself.
  • Having Initiative and Leadership.
  • Be an entrepreneur.
  • Know hear.
  • Have enthusiasm and persistence.
  • Be ambitious.
  • Good verbal and written communication.
  • Being resistant to frustration, knowing how to take advantage of failure.
  • Commitment to your choice,.
  • Have a nice personality.
  • Knowing how to obtain cooperation.
  • Be discreet.
  • Know how to manage time.
  • Have concentration and focus.

Among the Professional’s Qualifications are:

  • Good observation: Observing and getting to know the person deeply is essential to understand their profile. Therefore, he looks for good technicians in a certain subject, evaluating them to later present them to a specific company, or to several organizations. With this, he understands past experiences, the moment in which the individual is living and what the career and personal goals are.
  • Excellent listening: it is necessary not only to listen to the candidate, but also to understand the moment and his/her abilities. Therefore, the headhunter tries to pay attention and note the most important points.
  • Great argument: the headhunter first seeks to deeply study the company and the vacancy in which he is developing his work. In addition, the professional is always attentive to the characteristics of the worker to understand which company would like to have this profile. With that, he builds solid arguments to present at the right time.
  • Good Negotiation Technique: the professional develops the power of argument well, thus facilitating the conversation. The result of in-depth knowledge of the company and the candidate makes the argument-building process simpler.
  • Networking: the headhunter needs to have a large network of contacts whom he can look for.

HEADHUNTER: SALARY

A Headhunter’s salary depends on the network of relationships he has and his credibility. In general, hiring takes place in executive positions, so the salary base can vary a lot. The average salary ranges from an executive’s salary to immeasurable values ​​established from the negotiation with the directors of the company that hires him to find the candidate in the job market.

6 Tips From Another To Become A Successful Headhunter

Headhunters are executive recruiters who specialize in finding the best talent for an opportunity. Considering the constant changes in the labor market, this professional is important for finding people capable of increasing the company’s productivity and for contributing to the reduction of the turnover rate .

Its function is to combine the organization’s needs with the necessary professional and personal qualifications. To help with this task, we’ve brought you 5 golden tips to be an excellent headhunter. Check out!

1. Have knowledge and clarity about the company

The headhunter needs to know all the details of the company that hires him: organizational culture, organizational chart, market position, needs and growth possibilities. This is because when looking for the ideal talent, one should look for someone who fits these aspects and feels challenged in this environment.

Furthermore, it is essential to understand all the details of the position in question, such as the functions that are performed and the necessary knowledge. This information will determine the desired professional qualification.

2. Create the desired professional profile

To start the “hunt” for the person who will occupy the given vacancy, it is essential to set up the profile that must be found. This can be done in a briefing meeting with the contractor and supplemented with the headhunter’s knowledge.

Information such as education, technical knowledge, human and behavioral skills, languages ​​and professional experience are part of the elaboration of this profile. It is from this that prospecting can begin to be done effectively.

3. Keep an up-to-date network of contacts

The main characteristic of headhunters is that they like to relate to people and are in the habit of cultivating those relationships. This characteristic is the biggest differentiator of this professional to a common recruiter.

This network of contacts, also known as networking, is essential for the success of a headhunter, as it is their main source of talent. In other words, it is through her that he finds the best professionals for companies.

4. Be sensitive to all situations

Being sensitive is synonymous with being attentive and prepared. It’s knowing where to find the desired talent, when to approach it, how to approach it and how to extract from it the necessary information to confirm that it has the most suitable profile.

This sensitivity is important so that the headhunter doesn’t miss his opportunities and doesn’t scare or scare off a potential candidate by making the invitation at an inappropriate time, for example.

In addition, this tip is also about seeking talent in different environments. The ideal person can be in a variety of places, such as a work-related exhibition or a professional event.

5. Train the rhetoric

The headhunter needs to be an excellent negotiator and, more than that, have the facility to present arguments and convince individuals.

It is important to know how to certify talents that the job offer is an unmissable opportunity and that there is no set-up. To meet the wishes of the hiring company, it is sometimes required to convince a professional to leave their current job in order to be included in the proposal. This requires mastery of rhetorical and persuasive techniques.

Even though there is no specific training for headhunters, it is advisable that certain skills, such as communication, are constantly improved. By following the 5 tips presented, the quality of the talents found will likely increase significantly.

6. Keeping up with new technologies

In an increasingly concentrated market, differentiating yourself from the majority is crucial to being able to stand out. For this, headhunters must keep up with new products, software and technologies that make their lives easier or improve their productivity. Some tools that can be used are: candidate acquisition platforms or talent banks, application management and monitoring software, candidate evaluation and classification systems, among others.

For example, has a system that can you help structure the processes of each wave and track candidates, besides using an algorithm that evaluates what are the best people for each job, making you spend less time and effort in selection.

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