Place Right Talents At The Right Time
Place Right Talents At The Right Time
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?
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.
-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