標題: Headhunting is a hunt that can easily be spoiled [打印本頁] 作者: ayshakhatunasha 時間: 2024-11-10 12:04 標題: Headhunting is a hunt that can easily be spoiled organizations.
In practice, this means that a head hunter must persuade a self-confident professional who is generally satisfied with everything to change his place of work. Find an approach to the person, win his trust (after all, he might think that his employer is checking his loyalty).
To successfully solve such a virtual phone number service complex and interesting task, a professional hunter is needed. A full-time HR specialist, with all due respect, who does not have any Headhunting experience, will most likely fail the operation and seriously complicate the work of those who follow in his footsteps. You can simply call a competitor's employee with a job offer. In 95% of cases, amateur activity does not bring results. Anyone who has tried this scheme knows that it does not work.
The essence of the process
Headhunting is a hunt that can easily be spoiled. Photo 1
Headhunting is sometimes called employee kidnapping, but in essence it is closer to seduction. A person is not a thing, you can't steal him in a civilized way, he can only change his place of work by his own will. And the head hunter "just" has to make the object of his hunt want it. And he does! With the help of thoughtful, balanced and carefully verified actions.
Experience shows that Headhunting is ordered when there is no other way to get to the required specialist. He seems unattainable for the client. The client believes that the hunter's task is to get the contacts of a valuable employee and his preliminary consent to work. An illusion arises that the most difficult stage is associated with collecting primary information. In fact, the most important stage in the hunter's work is a thorough scanning of the "object", studying his psychotype, motivation, desires, needs. A comprehensive diagnosis of the personality is carried out, and remotely, without contact with the person.
Let's remember once again that headhunting is ordered in order to strengthen your team with an effective, competent and loyal professional who, among other things, will fit well into the corporate environment. Without a competent personality assessment, the risk of "hunting" the wrong person is too high.
A sketch on the topic: a conservative director stole a young, energetic deputy from his competitors. It turned out that they were diametrically opposed in everything and could not work together, those same soft skills got in the way.
A professional hunter does not make such mistakes, because he warns the customer about possible risks. If we go back to the example, then already at the information gathering stage it would become clear that the candidate does not meet the client's needs. A head hunter will protect the customer from unpleasant consequences in the form of loss of profit, disputes and disappointment in people.
I was tempted by the queen, but I did not give in!
Headhunting is a hunt that can easily be spoiled. Photo 2
What can you offer a specialist to make him agree to change jobs (changes in life, discomfort of the transition period, doubts, etc. )?
Many business leaders are sure that the price of the contract can remove any objections. Financial motivation is undoubtedly important, but the more stormy the situation is, the more people tend to stick to their tried-and-true jobs. Is it easy to leave a job where everything is relatively satisfactory for a new one where they pay more, but there is no certainty that everything will work out, that there will be projects commensurate with personal scale and interests?
Each person has their own, subtle and complex, system of internal motivation, sometimes unconscious. There are also everyday circumstances that come to the fore. The head hunter carefully studies all the nuances and it turns out that one specialist can be attracted by the offer of a flexible work schedule, and another - by extended medical insurance for family members to treat a sick child. The motivation, interests, lifestyle and corporate culture of the candidate must be clarified even before the first contact.
Amateur headhunting will not guarantee that a specialist hired from another company will meet expectations and recoup the costs invested in him. Professional headhunting is more honest, accurate and reliable. It minimizes external and internal risks, balances expectations with reality.
It is better to contact professionals immediately, since thoughtless actions frighten or negatively dispose the candidate and often make it impossible for him to move to your company.
