If we translate it literally from English (headhunter), the term headhunting does not give us anything promising. He even moves us back. But when we talk about talent hunters, things take another perspective. Currently, talent hunting is one of the most popular recruitment methods.

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It consists in finding the ideal candidate for a job without him actively seeking a job. Therefore, the headhunter is the person in charge of finding the right profiles for a position in order to have the most qualified worker.

Why are we using it?

Its origin is relatively recent. Talent hunting began in the 1950s and 1960s in New York as a technique to find competent and capable people to occupy managerial positions. During these years, a series of small businesses were founded in the United States; later, they consolidated to become big talent hunting multinationals.

Today, this method is less used to find people with such responsibility. It is mainly used to discover profiles that are difficult to find. Either because they are rare in the market, because they are expensive or because of their training, their skills or their abilities.

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How do you work with headhunting?

It is true that the incorporation of the Internet and new technologies have given a great impetus to this method and have somehow transformed it. Before, when we were not "connected", the selection of staff was much more difficult. The recruiters were forced to use their list of contacts or agenda to look for possible candidates.

But with social networks, emails and mobile phones, the task has become much easier. In addition, there are several platforms that are used to obtain immediate information about a person's professional, academic and training history. At a glance, you can find out if this profile matches the one you are looking for.

This looks like a catalog of candidates that would be several clicks away. However, despite this apparent time saving, talent hunting is a long process that requires going through several phases.

Phases of the process

Normally, other companies hire expert companies in headhunting. They have the duty to find a specific profile to occupy a very specific position. To do this, listening to the client's needs is also part of the process.

• Study of the profile of the worker that the client needs: several bilateral meetings are held to establish what we want or not. This is the basis on which the rest of the work is based.

• Classification of recruitment sources: professional networks, contacts, work portals, competition companies, databases ... The professional conducts research on networks and becomes a Sherlock Holmes online market.

• First contact with the candidate: explain what the job is, what profile you need and request more information.

• Conduct interviews: they usually consist of group dynamics and, later, an individual interview.

• Preparation and presentation of a report on the candidate (for the client): after this selection process, a concise report is made about the most suitable people for the position.

• Presentation of successful candidates to the client: the client will have the last word.

From perfume to chosen clothes

In the field of human resources, a very important part is occupied by the curriculum or career of the candidate. But there is another equally essential: the human and non-verbal part. We take into account everything that can be imagined. The way in which the candidate shakes our hand, his clothes, his appearance, the position he adopts during the interview, his perfume or his way of expressing himself.

Once the head hunter obtains this information through a person and a personal contact, he will be able to know if this profile fits the needs of the client or not. Rakesh Khurana, Ph.D. in Organizational Behavior, ensures that the work of talent hunting professionals is to coordinate, act as an intermediary and give legitimacy. It is they who "determine who is considered a talented individual and who should be admitted to networks that provide access to elite positions."

Benefits of head hunting

The benefits of outsourcing to professional investigators of workers are numerous. Faced with traditional technique, you will save money and time. What used to last for weeks can now be processed in a matter of hours. The personalized contract, the value for money and the dedication guarantee peace and support for the company.

In addition, the outsourcing of this selection process guarantees a better agreement with the ideal candidate. Keep in mind that these companies are dedicated to pursuing talent: their professionalism is greater than that of any internal human resources department.

If the mountain does not come to Me, I'll go to the mountain

If you are unemployed or looking for a job that is more in line with your preferences, why not head hunting? In other words, why do not you look for these talented hunters to "hunt" themselves?

As a first step, you must have created a profile on one of the social networks used by these professionals. Once you have done this step, identify the companies for which you would like to work and filter the results by mail. Search for "selection managers", "consultants", "selection", "researchers", "recruiters" ... and add them!

A little before, you were invisible. But by adopting these small steps, it is much more likely that these headhunters will take you into account for this publication you so desire.