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