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How To Be A Headhunter

To be a successful headhunter requires long work hours, strong interviewing and networking skills, and the ability to effectively screen candidates and build relationships with hiring managers. Headhunting is a lucrative career that involves specializing in a particular industry niche, working for an established recruiting firm to gain experience, and using social media tools to find and recruit top talent to match with open positions. While demanding, headhunting remains a competitive and exciting profession for qualified candidates.

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Thanh Tung NGUYEN
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248 views2 pages

How To Be A Headhunter

To be a successful headhunter requires long work hours, strong interviewing and networking skills, and the ability to effectively screen candidates and build relationships with hiring managers. Headhunting is a lucrative career that involves specializing in a particular industry niche, working for an established recruiting firm to gain experience, and using social media tools to find and recruit top talent to match with open positions. While demanding, headhunting remains a competitive and exciting profession for qualified candidates.

Uploaded by

Thanh Tung NGUYEN
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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How to be a headhunter

A headhunter, or an executive recruiter, finds candidates for open


For recruiters in the technology and executive search fields, headhunting is a lucrative vocation
often offering with six-figure salaries.
However, being a successful headhunter is not simple. This inside sales position requires long
work hours, a mastery of interviewing skills, knowledge of human resources best practices,
marathon networking sessions and shrewd negotiation abilities.
While some human resources personnel take offense to the barbaric metaphor or hunting
heads for recruiting candidates, headhunting is in fact a cutting edge, competitive and exciting
career.
Difficulty , Moderately Challenging

Instructions :
1- Define your recruiting niche. The top headhunters specialize. Whether a recruiter staffs
administrative, technology, medical or executive-level staff, a headhunter must maintain
relationships with industry-specific hiring managers to build relationships and encourage
referrals
2- Work for an established headhunt firm. There are periodicals and classes that offer
insight to recruiting, but the skills to be a headhunter a found within the offices of the
top search companies. Recruiting is a field that does not require a college degree, but
human resources and sales training are important to a long career as a headhunter.
3- Learn how to screen candidates effectively. Perusing resumes and interviewing
candidates is a critical part a headhunter’s job. Companies pay headhunters between 15-
33% of the candidate’s first year salary to find the right employee. Develop the ability to
review resumes quickly and ask the right question to determine an exact match between
employee and employer.
4- Prepare for long work hours. Successful headhunters spend a minimum of four to six
hours a day on the phone, negotiating job placements and interviewing candidates.
Visiting clients, reviewing resumes and interviewing potential job matches adds another
three to five hours to the daily workload. If you including networking events, sales
meeting and personal development activities, becoming a headhunter requires effort,
planning and the ability to juggle many sales and marketing tasks efficiently.
5- Build your list of hiring managers. Without a positive relationship with the hiring
manager, you cannot place a candidate into a position effectively. Attend networking
events and seminars within your recruiting niche, to develop long-term relationships
with key managers.
6- Develop relationships with top talent and jobseekers. Companies want to hire the best
employees and rely on recruiters to find these career superstars. Read your local
newspaper and industry specific blogs to find thought-leaders and rising stars in your
recruiting niche. Also, attend industry events to network with downsized employees.
7- Use social media tools to recruit candidates for open positons.

Best and worst interview questions


Do Ask: “What’s something you’re passionate about?”
 This is an excellent question that has a tendency to catch people a little off guard. If the
candidate answers timidly or unenthusiastically, run. If the person is able to effectively
communicate what he is interested in and make you interested, chances are he is a
smart and passionate person – the type you’re looking for
Do Ask: “What weakness has most impacted your ability to succeed at your career?”
 Why wait until their one-year anniversary with the company before you have candidates
perform a self-evaluation? Often, what potential employees think of their own abilities is
what will be reflected in their work performance to some degree. Chronically tardy
employees are usually bad at meeting deadlines. The good news is that they’re already
aware of the problem. The goal is to make you aware and to implement a system to curb
their detrimental habits if they are, in fact, worth hiring despite their shortcomings.
Do Ask: “Do you volunteer within the community?”
 Extracurricular activities can reveal volumes about a candidate. Certain jobs, such as
volunteering for Habitat for Humanity, can allude to traits such as physical strength, the
ability to work alone, and in the case of fundraising, exhibit trustworthiness with money.
“However, you must be careful not to specifically ask what organizations ( except
professional)

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