When recruiting personnel, methods of screening, recruiting and headhunting are used. Most people don't know what is the difference between these methods.

Distinctive features of these processes are well known to specialists, professionals working in recruiting agencies Oh. For ordinary job seekers, their concept and purpose remains unclear.

What it is?

Headhunting is method of direct selection of highly qualified specialists with certain skills, candidates to the positions of managers of middle and top management.

Literally the expression is translated as "headhunting." Previously, this word was a professional slang, it was used only in a narrow environment of specialists. This concept has become widespread in the field of personnel search due to its frequent use in journalistic materials and the media.

The search targets are highly qualified specialists: directors, chief accountants, lawyers.

As a rule, they very rarely send out resumes, so it is difficult for companies to independently search for candidates for relevant positions. In this case, it is most effective to contact a professional recruiting agency for this service.

This method involves a number of actions aimed at:

• clarification of the client's needs;
• identification of suitable candidates;
• establishing contacts.

In contrast, direct search does not involve the publication of advertisements in the media about an open vacancy. The specialists of the recruiting agency analyze a certain segment of the market, contact directly with people suitable for the client organization. At the same time, candidates can be successfully employed in other firms and not look for work.

Targets and goals

V modern business there is a shortage of qualified specialists. There are very few resumes of middle and top managers in the labor market:

• enterprise managers;
• production managers;
• experienced chief accountants;
• technologists;
• finance and technical directors;
• high-tech managers.

The company can train such an employee on its own, but the process will take for a long time... It is much easier to attract an experienced manager from another firm by offering him a new job. This is what headhunting is for.

The main task of direct personnel search is effective selection highly qualified specialist with a narrow profile most suitable for a particular enterprise.

Procedure steps

The search for a candidate is a carefully designed project, individual for the client.

Headhunting consists of several stages, each of which is important.

Determining the needs of the enterprise

During the preliminary stage, a representative of the organization conducts negotiations with a specialist from a recruiting agency. Based on the results of the interview, the client's needs are identified, the necessary professional quality future employee.

Based on this data, the headhunter determines the following points:

• company profile;
• market conditions in this segment;
• competitors of the enterprise;
• possible candidates for the position.

After determining the key positions of the order, the agency's specialist continues to work with the client. The most accurate formulation of the problem is the key to the success of finding a candidate who will turn out to be the best.

To detail the conditions, the following characteristics of the future employee are determined:

• the amount of wages;
• bonuses, bonuses, additional rewards and benefits;
• required professional knowledge;
• labor duties;
• personal and professional qualities.

The reasons for the appearance of this vacancy, the place of the employee in the structure of the company, and possible prospects for promotion are also established.

The detailed parameters of the client organization are determined:

• its goals of activity;
• development strategy;
• financial position;
• place in the market;
• structure of subordination within the enterprise;
• management principles;
• internal corporate ethics.

Knowing these nuances is important for a headhunter. Lack of detailed information about the company will reduce the potential specialist's confidence in the consultant of the recruiting agency. Accordingly, the chances of getting a person interested in moving to a position will plummet.

Analysis of information

Unlike simple recruiting and screening, in a direct search, an agency consultant conducts a thorough market analysis, using all the data obtained when determining the terms of the order. The segment research process is quite lengthy, it consists of the following steps:

• analysis of the client's competitors;
• studying their current financial situation;
• establishment of the qualification level of the required specialists;
• research of the size of their wages, working conditions;
• drawing up a list of potential candidates.

Each of the actions requires the agency employee to use a variety of resources, this includes personal connections, experience, resume databases, and more.

During the market research, the specialist determines the list of companies, the geographical limitation of the segment. According to the results of the analysis, the most suitable persons are identified.

First, the so-called long list... It contains information about all potential candidates whose qualifications meet the requirements of the order. The consultant conducts a careful selection, analyzing each specialist. As a result, short list... It is approved by the client and serves as the basis for further analysis.

Selection of the best candidates

After the client approves the list of possible employees, the agency specialist contacts each of them. The consultant finds out to what extent people are interested in cooperation with the company.

At this stage, the most difficult moment is to establish contact with the candidates. Some of them receive such offers several times a month.

You can contact potential employees in several ways:

• direct contact - this option is the most common;
• the use of personal contacts between the consultant and the candidate;
• recruiting agency database;
• communication through social networks.

Based on the results of the conversation, the agency generates a detailed report for each specialist from the list.

Interview with a company representative

Based on the submitted report, the client organization selects the most interesting specialists. The recruiting agency and client will arrange with each potential employee. At the same time, the consultant acts as a mediator, helps the parties to prepare for the conversation, to find a common language.

According to the results of this interview client determines best specialist and concludes an agreement with him.

Consulting after signing an employment contract

After selecting the best candidate for the position, the recruiting agency becomes an intermediary between the client and the employee. For some time, the consultant has been helping to resolve the problems and conflicts that inevitably arise in the first period of work.

As a rule, the escort period is from six months to a year.

You can watch the following video for useful tips on implementing this method of selecting candidates:

Pros and cons

Each of the methods of personnel search has its positive and negative qualities. Companies choose the most optimal option for themselves based on the characteristics of the enterprise, the specifics of the position, the size of the organization.

Headhunting has the following advantages:

• Selection of personnel among the specialized market. It is supposed to search for candidates among employees of competing companies. By using other methods, it is possible to miss out on many skilled workers who are already employed.
• Confidentiality of intent. With a direct search, senior managers can study the consultants' proposal without risking losing the current one. workplace... Other methods suggest open search vacant position, which can lead to problems with management.
• Possibility to expand the list of candidates. If a person is not ready to accept an offer to change a job, he can report the contacts of a familiar employee with similar professional experience.

However, there are several negative points:

• The selected candidate may be lured away again. To avoid this, businesses sometimes have to pay an employee to guarantee long-term work.
• A specialist can bribe a consultant in order to get a good job, that is, the company may not get the best employee.
• The headhunter may request confidential company information.

In general, the benefits of this personnel search method outweigh the potential harm. This is one of the reasons for its high popularity.

The main technologies for selecting candidates (screening, recruiting, head-hunting). Their characteristic

There are three main technologies in the recruitment market: screening selection based on personal data, recruiting - selection based on formal criteria, and executive search (headhunting) - search and selection of personnel for a specific business task.

All three technologies have the right to exist and solve different problems: screening is in demand when recruiting for standard, mass jobs, but in this case, without taking into account the real experience of the candidate and his motivation, the probability of a successful filling of a vacancy is minimal. Recruiting is a higher level of screening. It appeared as a result of executives' concerns about the low performance of recruiting only by resume. When using recruiting technology, the result (the probability of accurate selection), depending on the experience of the agency, fluctuates in the range of 10-40%. Executive search- headhunting, headhunting, selection key managers and specialists. The search is carried out in a "direct" way - without advertising a vacancy in the media, for a specific task, taking into account the characteristics of the company and the workplace, the psychotypes of higher managers, with a full study of business and personal qualities candidate. Executive search is a technology that gives the highest, almost 100% probability of finding and selecting the right candidate.

Screening is a service aimed at creating a stream of resumes of applicants who are in an active job search and selected based on the voiced requirements;

Full cycle recruiting - search and selection of specialists, based on the requirements of the Customer in a clearly specified time frame. The process is carried out from the receipt of an application for selection to the exit of the found specialist to work;

Direct search ("Executive Search") - search and selection of top managers and rare specialists;

Head Hunting is a recruiting technology aimed at enticing a specific specialist from a competing company to a customer's company;

Subscription service is an economical recruitment technology that guarantees a constant influx of personnel into the company and does not limit the number of candidates hired;

Selection of temporary staff ("Temporary Staffing") - carried out in case of temporary need of the Customer in specialists;

Mass recruitment - search and selection of specialists for the same type of position in a large number. The service is indispensable for the staffing of shops, factories, hotels, call-centers, etc .;

Regional search - search and selection of personnel in all regions.

Today, there are actually three recruitment technologies.

Screening is a "superficial selection" on formal grounds, when the agency plays the role of a supplier of approximately suitable candidates, and the selection is made by the customer himself.

Recruiting selection taking into account the real characteristics of the workplace and business qualities candidate, carried out on the basis of candidates and on the response to announcements in the media.

Executive search is a "quality search" that takes into account the specifics of the customer's business, workplace, business and personal qualities of the candidate, organized "directly", without advertising a vacancy in the media. When screening, the probability of filling a vacancy is qualitatively equal to about 10%; when recruiting, depending on its quality, it fluctuates in the range of 10-80%. Executive search is a technology that guarantees the highest, almost 100% probability of finding and selecting the right candidate.

Depending on the technology of implementation and the level of the vacancy that needs to be "closed", the search is divided into special (direct search), responsible (executive search) and head-hunting. The first recruiting technology is to find a candidate who works within a customer-defined business. Direct search is often used to select specialists of all levels, from salespeople to middle managers.

To find top managers or especially hard-to-find specialists, recruiters usually use special search and head-hunting. As a rule, in this case, the personnel officer offers a potential customer at least three to five candidates for the vacant position.

Head hunting is the highest level of a recruiter's skill, as it implies "hunting" for a specific specialist. And if, in the case of a responsible search, the order can be fulfilled even despite the fact that several candidates refused the recruiter's offer, then the hunter must fulfill a specific order for a specific candidate. Such skill presupposes a high professional level of the recruiter himself, as well as great opportunities for the agency.

Executiv Search helps to find the best in the labor market, and recruiting selection technology makes it possible to make a full-fledged monitoring of specialists who are currently looking for a job - and choose the most suitable one.

Headhunting is the selection of a management team or rare and key specialists - both by specialty and by the level of professionalism. The relevance of a special approach to the search for exclusive employees was confirmed by the Association of Russian Managers in the course of a survey, which was attended by 350 leaders of various business sectors from all regions of the country.

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The reality is that the most talented employees are also the most sought after by employers. We know how to find talents and we know how to hunt them for you

Selection and selection of personnel with the involvement of headhunting differs from classical recruiting in the technology of search and testing. The recruiter is looking for a specific specialist specified by the client. First of all, the search is carried out among professionals already working in companies that have proven themselves well in the market, the so-called donor companies. This method allows you to guaranteed to get an experienced and competent specialist who is familiar with all the intricacies of your business area, who will not need debts during the entry into office.

Recruitment agency Bridge2HR offers you an effective search for key specialists. We have our own CV database of 100,700 profiles, including proposals from leading professionals in various fields. We work with all spheres of business and cities in Russia.

Send a request

How is recruiting / headhunting

At the consultation stage, we identify your staffing needs. If you are interested in a specific specialist, but do not know his contact details, we find them through our channels. If you need a real professional for a key position, we carefully rank the list of requirements for him.

In general, the selection of a senior executive in headhunting is divided into several stages:

• We analyze your business area, the market of your region, we carry out an express analysis of competitors.
• We find suitable specialists: most often they already work for direct or indirect competitors of your company.
• We contact all selected specialists. At the stage of a telephone conversation, we conduct a remote interview, finding out the needs of a specialist and his conditions.
• We offer suitable candidate more favorable conditions compared to his current place of work, without going beyond the salary budget that you have set.
• We assign final interview with you.

If the specialist refuses to go to work for you after a personal interview, we resume the search.

We definitely test the applicant for professional and universal competencies. We evaluate his ability to work in a team, to lead, to make the right decisions in critical situations. This standard check is in place to once again be convinced of the professionalism of the specialist. So you are guaranteed to get a real ace in your field.

How we are working?

First, we discuss the selection and selection of personnel with the involvement of headhunting. We find out what problems you want to solve with the help of a specialist, what skills he should have. After clarifying all the nuances, we will agree on the cost of the service and sign an official contract.

We do not finish the work after we have found a candidate: if a new specialist quit during the warranty period, we are looking for a replacement for him free of charge.

Why contact us for a headhunting service?

We know what the employed professionals are lacking, so recruiting first-class specialists (headhunting) is as efficient as possible. We make an offer that is considered by 90% of the specialists we found. We use modern instruments selection and assessment methodology of applicants, for example - we conduct a SWOT analysis of a candidate for a position.

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We are trusted because we:

• We guarantee quality thanks to our extensive experience. Our recruiters have higher specialized education and work experience of at least 3 years.
• We provide a free trial period for all candidates.
• We prescribe guarantees in a formal contract.
• We are looking for specialists by all available ways: through competitors, in its database with 10,700 profiles, on professional forums and communities in your city.
• We strictly adhere to the principles of mutual agreements and business cooperation. We do not disclose commercial secrets of our clients.
• We share the secrets of recruiting with clients. For example, all customers receive 4 hours of free monthly HR management consulting.
• We use a transparent candidate search process. You can inquire about the progress of the order at any time and get a full report.

The main principle of our work is to become your business partner and develop your business.

How much does executive recruitment (headhunting) cost?

The price of our work is 14% of the gross annual income. We work without prepayment, in some cases a security deposit will be required, which is returned at the first request of the Customer, or is counted towards payment for services after the vacancy is closed.

Leave a request on the website or call us to learn more about the service or order recruiting / headhunting. The operator will quickly clarify important nuances, we will form a project team and start searching.

The head hunting service, in contrast to the standard search for personnel, is aimed at attracting specific professionals who are currently successfully working in companies. Often, they are experts in a particular industry, have knowledge and experience in a specific market segment. These specialists are able to bring new technologies, key partners to the company, and bring the organization to a new stage of development. In most cases, headhunting is used when it comes on the selection of top managers, "narrow" specialists, the selection of middle managers (management selection). This method is based on "enticing successfully working professionals", it requires serious qualifications and precise work.
The experience of the best professionals is at your service. Personnel agency Profi Group has been operating since 2003, we guarantee professionalism and confidentiality.

Searching for employees using the headhuntig method involves the following steps on the part of our HR consultant:

personal meeting, departure of the agency's consultant with the customer's representative, identifying the profile and tasks of the vacant position, client's expectations;
detailed analysis of the client's market (main players, segmentation, etc.);
identification of "interesting" companies, compilation of a short - list, agreement with the customer;
formation of a legend, search for specialists, access to "necessary" employees, direct search;
establishing contact with a potential candidate who needs to be interested, initiating a personal meeting;
interviewing a potential candidate, collecting information, assessing the suitability of the position, tasks, and customer expectations;
bringing information to the customer, approval, presentation of the candidate; in case of interest, - organization of an interview, collection of recommendations;
feedback, assistance in agreeing the terms of cooperation between the customer and the candidate, tracking the results of cooperation;

In the practice of our personnel service, there have been and still are orders that any other recruiting company in Moscow would consider difficult, or even impossible. We have repeatedly solved and continue to solve interesting and challenging tasks, including poaching employees. If you need a specialist with experience in your particular market segment, we are ready to conduct an analysis, high-quality point search, negotiate with a potential candidate, interest him and provide you with a unique opportunity to “choose from the best”.

The Profi Group personnel service uses non-standard methods in its work, including reaching “interesting” candidates through social media. networks, professional business community, including visiting thematic exhibitions(crocus, expo center). In addition, in certain cases, we use "direct access" to a candidate working in a competing company. HR consultants of Profi Group, like the best executive search agencies, possess knowledge, life experience, broad outlook and practical skills of “exit”, “enticement of personnel”, including when it comes to the direction of “enticement of managers”. Our recruiting agency, whose staff uses the headhanting technology, knows how to find "narrow" and select "rare" specialists in a given industry.

Cost of agency services and payment terms headhunting, staff from Profi Group

The use of non-standard methods of reaching candidates (headhunting technologies), a unique own base, connections in business circles and the professionalism of our consultants allow us to work in the direction of headhunting, "headhunting" (poaching specialists, successfully working professionals), at a fixed rate of 16% per annum the income of the hired employee.
The warranty period for free replacement is from 6 months. Depending on the position, it is possible to extend the warranty period for a longer period.

Several years ago, the best recruiting agencies in Moscow used head hunting, as well as, as a tool for finding employees for managerial positions. To date, recruiting agencies in Moscow and the regions use this method not only in the search for the "top tier", but also in the selection of "middle managers" when it comes to a specialist "from the market" - a professional who can bring tangible benefits to the client company in the shortest possible time. Also, this method is relevant as a selection of specialists or professionals in a "narrow" market segment. Going out to professionals in the direction of headhunting, as a rule, is characterized by the fact that candidates are currently not in search new job, are not interested in vacancies and, of course, do not publish their resume in open sources. A potential employer is more interested in such a specialist than the candidate himself. A business recruiting agency, in most cases, must respect confidentiality, a vacancy is not announced on popular resources, sometimes it is not even posted on the recruiting agency's website. When using the headhunting technology, the services of a recruiting agency are an order of magnitude more expensive than when using the technology, when recruitment is carried out by agencies using their own database, Internet resources, including popular paid ones.
In order to provide rare employees for your business, by recruiting personnel, the headhunting agency must have certain resources, because a number of specific requirements are imposed on the employee, which can only be formulated and monitored by a recruiting agency, whose staff will take into account all the subtleties and features of the customer's business. the profile of the position, tasks and expectations of the client from the results of the activities of the "hunted employee".

We love our work, value the time of our customers, thanks to which we are trusted to select professionals capable of providing key assistance to the development of the client's business. If headhunting is relevant for your company, or call us personally at the numbers indicated in the section and make sure of the professionalism of our consultants, consultations are provided free of charge. A preliminary application for recruiting, made on our official website, will allow the consultant to analyze the need in advance, after which the consultant will contact you at a convenient time for you.

headhunting:

"Headhunting" of highly-demanded specialists

headhunting as a direction

investment activities of the company

Svetlana Alekseevna

Associate Professor, Department of Finance and Credit, Far East State University railways, Khabarovsk [email protected]

annotation

The article discusses the concept of headhunting and its role in the system of searching for specialists in the labor market.

Key words: headhunting, investments, restructuring, personnel assessment, financial stability

In the activities of any company, various areas of investment can be distinguished. For the restructuring of the enterprise and its successful implementation, it is necessary to attract investments in labor resources or the so-called intellectual potential. It is the latter that makes it possible to create conditions for the maximum use of all factors of production to ensure financial sustainability enterprise and maintaining its competitiveness in the open market.

Headhunting

Among the most important factors of production, one can single out labor resources, which involve the use of certain methods of selection and assessment of personnel, focused more on highly professional specialists. One of the directions of the company's investment activity can be called headhunting - one of the areas of search and selection of personnel for key and rare specialties, both in the direction of activity and in the level of professionalism.

It should be noted that this is a kind of "headhunting" in a highly specialized direction. This term is of English origin, so head is a head, hunter is a hunter. Before considering the peculiarities of headhunting in the company's activities, let us turn to the history of its development. The concept of "headhunting" originated in the United States in the middle of the last century as one of the areas of management consulting. After the end of World War II, qualified specialists were in demand in various industries.

The employment services operated under the names "job agencies", "consulting agencies". Executives and highly qualified specialists made up the majority of job seekers who found work through these agencies. In the 1970s, a recruiting method called headhunting became one of the most lucrative businesses.

Direct search for specialists and headhunting

The company's personnel is the most important component in the restructuring process. The development of the company and its position on the market largely depend on how the intellectual potential of employees is used.

It is important to note that along with headhunting, direct personnel search is used. These concepts are focused on the selection and assessment of personnel, but at the same time there are significant differences between them, which we will consider further. In general, direct search is a targeted selection of candidates for key positions of middle and top managers, that is, employees on whose activities the achievement of end results activities of the company. Direct search for personnel consists in identifying the needs of a potential candidate for a position, determining a list of applicants, establishing contacts, conducting an interview. The main difference between direct search and other recruiting methods is the absence of advertisements.

headhunting - one

of directions

search and selection

staff

key and rare specialties, both in the field of activity and in the level of professionalism

labor market*

job vacancies in funds mass media... In the event that other methods of recruiting and evaluating personnel, including direct search, become ineffective, then it becomes necessary to use headhunting. So, headhunting is a popular and demanded type of activity. It is important to emphasize that head hunting is a fairly well-known type of business, especially abroad.

Headhunting companies have appeared in Russia, which specialize in categories of workers and industries. Moreover, if at the first stages of the formation of this type of business the most demanded service was recruitment on an ongoing basis, now in the practice of recruiting agencies it is possible to recruit temporary personnel.

Following headhunting, it should be noted that this direction in the field of personnel selection is in a certain way associated with legal issues in terms of compliance with the contractual relationship between a potential employee and the company.

the main difference between _direct search for other methods) of recruiting is

Absence

job advertisements _in the media _information

the specifics of the work of a headhunter

Pavel Belenko notes: “A person is not the property of the company, he cannot be kept if he wants to change his place of work. A company can avoid the departure of a specialist by accepting people who are interested in this particular job, whose values ​​coincide with the values ​​of the leader, stimulate them materially and not materially, and work with them on a daily basis. And then the moment of leaving can be delayed. " Thus, headhunting is aimed at working with specialists who have proven themselves in a specific field of activity and are at the stage of professional and economic growth. One way or another, headhunting makes it possible to increase the company's competitiveness, providing it with highly professional specialists, for whom professional, material, psychological opportunities are limited to realize the accumulated potential at the moment at his enterprise.

The great difficulty in the work of a headhunter lies in the ability to identify problematic moments on

enterprise from a potential candidate and give them the opportunity to materialize in a company that is interested in this specialist... The tasks facing the headhunter are further complicated by the fact that in the modern conditions of a market economy, all information regarding the activities of the enterprise and its employees is confidential and closed. Of course, headhunting should also be as confidential as possible, emphasizes in the article “Seven Myths of Novosibirsk Headhunting”. Otherwise, there may be great difficulties for the client company, headhunting company, potential applicant for the position.

If, during a direct search, a consultant must process a large number of questionnaires, meet with candidates, prepare them for an interview, then headhunters work with a specific order for a specialist holding a specific position in a specified company.

Fight for professionals

Important question when considering a new direction in the selection and assessment of personnel - wages. Today, in foreign practice, the fees for the services of a headhunter make up 30-40% of the annual salary of a found professional. In Russia, this amount varies from 25 to 35%. It is important to note that it is rather difficult to quantify the volume of the headhunting market in Russia. Firstly, because of the closed nature of information of this type of business, and secondly, because of the weak development of the market for these services.

It should be emphasized here once again that headh ​​anting is a search for top management, the need for which is limited by the management pyramid1.

It should be noted that headhunting involves a warranty that is imposed on the agency. If, within six months, the candidate leaves the job on his own, or he is fired,

1 This approach narrows the very concept of headhunting and the meaning of the activity of headhunters, since a specialist of any specialty can be unique and in demand. - Ed.

Headhantingag is a fairly well-known type of business, especially abroad.

labor market

Today

Day abroad

Practice fees

for headhunter services are 30-40% _, annual salary

Found boards

Professional.

In Russia, this amount

Varies

from 25 to 35%

the agency must provide a replacement free of charge.

Thus, it should be said that a powerful struggle for professionals is going on in Russia now. In times of crisis, each company seeks to maintain a stable financial position, carrying out certain transformations. The success of the company also largely depends on the qualifications of employees, which is significantly related to investment in labor resources.

We can say that it is headhunting that helps maintain the labor market at the proper level. This situation forces the company's management to use new methods of personnel selection and appraisal, adequate to the modern conditions of functioning in a competitive market.

Literature

1.Belenko P. Headhunting: principles and technologies.-SPb: Peter, 2005.- 192 p.

2.Belykh L.P. Restructuring of enterprises: textbook. allowance. - 2nd ed., Add. and revised - M .: UNITI-DANA, 2007 .-- 511 p.

3. Simionova N.E., Simionov R.Yu. Assessment of the value of an enterprise (business). Moscow: ICC "Mart", Rostov n / a: March, 2004. - 464 p.

4 Wikipedia is a free encyclopedia [Electronic resource]. - Access mode: http: //ru.wikipedia. org / wiki.

5. Seven myths of Novosibirsk headhunting. [Electronic resource]. - Access mode http: //nsk.erabota. ru / info / articles / 5355.

Svetlana A. Okkel

Associate Professor, Chair of Finance and Credit, Far Eastern State Transport University, Khabarovsk

Headhunting as a Direction of Company "s Investment Activity

he article examines the notion of headhunting and its role in the search of specialists in the labor market.

Keywords: headhunting, investments, restructuring, staff appraisal, financial stability