How to select a headhunter
There are many kinds of headhunters in the market, so when you decide to use one, you should consider the below 3 criteria
– Can the headhunter address your requirement of accuracy to search out
the fittest candidates？
– Can the headhunter satisfy you in terms of speed to search out the
candidates within the shortest time period?
– Can the headhunter represent you to promote your company, your hiring
manager and the opening?
Why do you need a headhunter
In order to ensure that the best and most suitable candidates are surfaced, targeted search campaigns are recommended for where the position fulfills one of the following criteria:
– Where demand is in excess of supply
– Where a top quartile or above candidate is being sought (whatever the salary level) –
– Where you have an urgent or critical need.
– Where there is an element of sensitivity involved, and confidentiality is critical.
– Where cultural considerations require a professional assessment of a candidate’s goals and motivations prior to an offer being made.
Our Methodologies
-Telephone interview, we identify candidates’ competences such as technical skill, management skill, interpersonal skill, language skill, personality; Since high talents are always busy in the work, it saves their time and our search time for phone interview
– Behavior interview, it is base on candidates’ previous performance and practice, through behavior interview, we identify what candidates have done
– Scenario interview, it is based on the clients’ requirements and assumptions, through scenario interview, we identify what candidates can do and will do
– Cold Calling, proactively search rather than post advertisements to attract resumes, that is the guarantee to get suitable candidates with integrity within a short time