| As a Human Resource professional, I | | | | to outsource part of the hiring and |
| often get the question from job seekers: | | | | screening process to executive search |
| Should I work with a head hunting firm | | | | firms. |
| to land the job of my dreams? As with | | | | The well run headhunter firms, such as |
| many questions, the answer is: "It | | | | Korea Headhunter , follow a well defined |
| depends". | | | | process in order to ensure efficiency |
| If you are a recent graduate, looking to | | | | and results. The process typically |
| land a competitive job, the head hunting | | | | includes a questionnaire for the |
| firms may not be the best option. This | | | | employer to efficiently select the |
| is because the good headhunting firms | | | | appropriate candidates. The head hunter |
| typically work with hundreds or | | | | firms, on approval of the hiring firm, |
| thousands of candidates. As a less | | | | conduct a prequalification interview. |
| experienced candidate you will be at a | | | | Ideally, the candidates have already |
| disadvantage. The odds are more in your | | | | been screen for qualifications and |
| favor, when you choose a top rated local | | | | personality. |
| job site ( ). | | | | The short listed clients from such a |
| The head hunting companies typically | | | | process are then passed off to the |
| turn to the job sites in order to | | | | client firms for a direct interview. |
| increase their pool of qualified | | | | Once the employer determines the |
| candidates and are often the largest | | | | suitability of the employee, and there |
| clients of the career sites. | | | | is mutual agreement between the |
| Why use a headhunting firm in the first | | | | candidates as well as the client of the |
| place? Let's face it. The head hunting, | | | | headhunter, the headhunter normally gets |
| or executive search firms are paid by | | | | compensated for the services rendered. |
| well heeled client companies looking to | | | | These head hunting firms add further |
| find highly qualified people for | | | | value by nurturing relationships with |
| specific openings. Typically the hiring | | | | the qualified and difficult to find |
| companies use more traditional routes | | | | executives. Often, these relationships |
| such as career sites to find the bulk | | | | span months and years and they are |
| of the candidates. For specialized | | | | maintained, even after the executive has |
| candidate searches, however, they want | | | | been placed. |