Experience Sharing from Top professional headhunters

Any job has its own set of challenges. And those who work in the field of headhunt are no exception. What factors do the difficulties come from, the following article will portray the most fully and truthfully through the sharing of insiders.

Information provided by customers is general, not specific

There’s a question for headhunt professionals: What’s the reason candidates hop for jobs?

After the survey, there are 3 main groups of reasons to motivate an employee to come or leave the company: boss and working environment; job opportunities; treatment.

Understanding these 3 reasons will help headhunters a lot in the search process; as well as bring the right candidates to customers. However, most of this information shared by customers is often given in general, lacking in specificity.

Boss and working environment

What is the working environment and the boss’s personality, there will be suitable candidates for that condition? Therefore, if the customer does not give clear information; or headhunter is not qualified to clarify this, it is very easy to lead to failure.

For example, many customers share their company with a shared environment; but in fact, there are departments where the boss doesn’t like democracy. Because the information provided by the customer is “a company with a shared environment”; headhunters brought in candidates with a democratic style.

Everything is fine until the candidate comes to work. The candidate showed a democratic spirit that led to incompatibility and conflict with the boss. And that contract had to be redone for one simple reason: the client wasn’t real with the headhunter. This is understandable. The reason is that everyone wants to show off the good, wants everyone to respect. Therefore, the actual information is obscured. This is a waste of time for both.

Another information that the headhunter needs to pay attention to is information about feng shui: This is also information that customers often give out in general. It doesn’t sound like modern recruiting; However, those who do high-end headhunt also need to take note. The success of a headhunter is sometimes small things like that. “There are bosses who only choose candidates to hold children with four legs,” shared Nguyen Hai Yen, a headhunt expert.

The next information headhunters need to keep in mind is the severance rate “Turnover Rate”. Customers often hide this information. Severance rate is one of the things the headhunter will need to know in order to give useful advice to both candidates and clients. A company with a lower turnover rate than the market average. This may indicate that one company has a better environment than another. This means that the company’s environment is better than the common ground. Candidates knowing this parameter will feel more secure about what will happen in the future and in the new environment.

Salary increase rate is also good news and should be kept in mind. For a low-level candidate, the salary increase rate may not matter, but with a high-level candidate, it is different. Their salary is usually a few dozen to several hundred million. The rate of a 1-digit or 2-digit salary increase will affect what they get or not. Headhunter should note this parameter as it can be very general.

Job opportunities and challenges

The second group of reasons why employees go, come or stay is the opportunities and challenges at work. For example, considering the same position, you are a candidate and you will join the company with the same position; manage 10 instead of 4 employees; manage 200 instead of 10 employees. Which job do you find more interesting?

However, as above, sometimes the customer just gives the Job description and then starts the headhunter to find it. The customer did not provide any further information. This makes it very difficult for those working in the field of headhunt.

The information about the remuneration of each company is also one of the factors that cause great difficulties for headhunters. It seems that clients rarely share headhunter compensation information. Or little information to share. In this element, the headhunter should clarify the following:

Benefits

• Salary and income: There are clients who pay less than the candidate’s current salary. Or there are customers who come up with tricks to find ways to reduce the candidate’s salary. Therefore, the headhunter needs to consult both the client and the candidate to provide a reasonable income for both parties. For example, candidate salary 50 million, customer pays 40 million within 6 months and will increase to 60 million. This is the absurdity that the headhunter needs to negotiate.
• Other benefits: There are some other incentives that are quite attractive to candidates such as

+ Health card: attractive to married candidates. Senior candidates will like the company that has health insurance for the whole family. Because of that, they feel more secure to work.

+ Club membership card: Besides, having a membership card for a certain high-class club is also a factor that headhunters can offer to attract candidates to customers.

Difficult working process and signing

The second biggest group of difficulties that headhunters often face is the difficult process of working and contracting with customers. Usually, there will be 3 difficulties here:

• It will be very risky if the customer requires a candidate first to sign the contract. These are the requirements that often come from customers “wearing solidly and wearing durable”. But sometimes these requirements are not based on the reputation of the two parties. Therefore, if you are not careful, maybe Headhunter will receive enough when bringing candidates to meet this customer. Customers can talk directly with candidates. Or customers will find a way to delay payment. It is already difficult to make payment with customers with contracts, making payments with customers without contracts will be even more difficult. However, customers are still customers. Therefore, the headhunt staff should consider the reputation of the customer to conduct the contract.

• Another difficulty is the long recruitment time. There are contracts, headhunter has to handle up to 6 months, the record can be up to 1 year. There are many reasons for clients to extend the hiring period. Maybe it’s due to busy work, maybe it’s the congress, the boss is working… However, when the candidate has decided to go, there are many offers. So, if the recruitment time is long, the chances of losing the right candidate will increase. There are cases when the candidate is scheduled for the second interview, the candidate already has a job.

• Another difficulty is the fact that clients change the interview schedule constantly, making it difficult for the headhunter. Ms. Nguyen Hai Yen – a headhunt expert confided: “Yen met a customer who changed the schedule from Tuesday to Friday because the boss was late for the plane; then from Friday to Monday next week because the boss went to receive important guests. Then move on to the next schedule. Constantly changing schedules makes Headhunters have to stretch themselves to arrange while senior candidates are very busy. They’re not sitting around waiting for a headhunter to call.”