Headhunting, or "bounty hunt"

The fact is that in order to find the right onecandidate, you need to study the mass of the resume, compare the data of all applicants - age, education, work experience, personal and business qualities, and this takes too much time. Spending it a successful company can not afford.

And then comes to the rescue headhunting (headhunting). In fact, this is the enticement of certain specialists from one company to another. Most often headhunting is used to select top managers, middle managers, as well as rare exclusive professionals.

Professionals, highly qualified employees- the support of each company. At their expense, it develops, bypasses competitors and achieves success. Therefore, it is these people that become the object of attention of headhunters, or "bounty hunters" (from the English head - the head and hunt - to hunt, catch). Valuable personnel are offered to move to another company, luring high compensation, better conditions, ambitious projects.

Obviously, for the company the news thathead of its employee price-wise headhunter - a serious reason for concern. But for the specialist himself, the interest of the "bounty hunter" is an indicator of his recognition and demand in the market. Objects of hunting can be directors and managers of functional units, which have shown themselves in the best part in the leading companies. Because of their success and fame, they become targets for headhunters.

Their successes are written in newspapers and magazines, about themthey are spoken of as people who influence the market or industry. The condition under which a top manager becomes an interesting headhunter is a successful work experience for the benefit of the company and achievements that are familiar to key market players. Therefore, human resources experts and founders try not to "shine" their key employees.

Some companies try to protect themselves against headhunting through an employment contract. For example, conclude with a valuable employeea contract that prohibits him from transferring to a company of competitors. But even this can not hold a person if he wants to change jobs, because he is not the property of the company. The employee has the right to terminate the employment contract by notifying the employer in writing in two weeks. And the employer can not stop it and even delay the issuance of the work book.

Avoid the care of a specialist company can,taking people who are interested in this particular job, whose values ​​coincide with the values ​​of the leader. To attract a specific specialist, headhunters conduct a detailed analysis of the client's market, identify interesting companies for themselves, go out to the necessary employees, establish contact with them, interview them, collect information and bring it to the customer. After this, there is already a direct connection of the desired employee with potential bosses.

Having contacted the object of his hunting by phone,The headhunter represents himself and his company to a potential candidate, designates the goals of his call. In the course of the subsequent conversation, he tries to interest the candidate so much that he agrees to an interview. Headhunters, as a rule, perfectly know the main motivation of specialties and know what to interest a specialist. And financial motivation is not always the main thing, because it is impossible to overpay indefinitely, a high salary without intangible incentives is unlikely to be able to hold in the workplace for a long time.