Finding the ideal candidate is no easy task. In addition to the multiple and almost infinite options in the market, organizations must also face competition from other companies that also need and are looking for talent for their different projects. If you add to that the interest in obtaining highly qualified talent for decision-making positions, the situation becomes more complex.
This is where a headhunter comes in, a person specialized in finding qualified talent for decision-making positions in a company’s organizational structure. Let’s better understand this position, its most important functions, and the characteristics that a good headhunter must have to stand out in the area.
What is a headhunter?
A headhunter, also known as a headhunter or executive recruiter, is a professional specialized in finding highly qualified candidates for executive positions within organizations. Their main objective is to identify exceptional talent and convince them to consider new career opportunities.
Unlike traditional recruiters, headhunters do not go to people who are actively looking for a job (active candidates), but to those who are not actively looking for a job and, nevertheless, could consider a new job if the conditions and benefits favor them (passive candidates).
Today, headhunters are one of the most sought-after profiles by companies because of their negotiation and persuasion skills to get the best talent to fill critical positions. Think of them as the detectives of the world of work: they track, investigate and connect the right people with the right companies.
Roles of a headhunter in an organization
Headhunters play a crucial role in the high-level recruitment and selection process. From thoroughly researching profiles to following up with talent after they are hired, they cover all stages of the process.
In-depth research
One of the key characteristics of headhunters is their investigative approach to finding the best people for a position.
Within the broad labor market, they dig for treasures: exceptional candidates. They don’t stay on the surface; they go beyond resumes. They look at skills, career paths and, just as important, organizational culture. Will this candidate fit in with the team? Does he or she share the company’s values? The headhunter is looking for answers.
As mentioned, their search is not limited to active candidates. They also detect latent talent, because sometimes the perfect candidate is not looking for a job, but the headhunter finds them and presents them with an opportunity they can’t refuse.
Assessment and interviews
Once the headhunter has found potential candidates, the assessment phase begins.
They not only review technical skills, but also soft skills, such as adaptability and emotional intelligence, all to make sure that the person or persons fit not only the position, but also the company’s scheme of things. The headhunter looks for the perfect balance between skills and attitudes to provide answers to questions such as:
- How does the candidate perform under pressure?
- Is he/she a good communicator?
- Does he/she adapt easily to new environments?
By the nature of his position, the headhunter must know how to read people. Detect the sparkle in the candidate’s eyes when they talk about their passion or the confidence in their voice when describing their accomplishments. These subtle signs can reveal much more than a well-written resume.
Negotiation and persuasion
Convincing a talented professional to change jobs is no easy task, but headhunters are experts at persuasion. They negotiate salaries, benefits and working conditions to reach an agreement that benefits both the candidate and the company.
The headhunter negotiates with the candidate so that he/she accepts the company’s offer. But not only that: he also negotiates with the company to improve its proposal. His goal is to reach a win-win agreement for both parties. And, of course, all this must be done with discretion and confidentiality.
Follow-up
Once the talent or talents sought by the headhunter are integrated into the company, the headhunter will be in charge of following up with the candidate in the first weeks or months of their new job, all in order to ensure an ideal transition to their new reality.
During this time, the headhunter may have periodic meetings with the employee to learn more about his or her adaptation to the company. They can also report on their performance so that the organization is aware and can take appropriate action.
Qualities of a good headhunter
What skills should a headhunter have to connect with the best talent in the market and determine that they are the best fit for an organization? The following are some of the key traits of this position.
Extensive contact network
The headhunter is a person given to socializing and connecting with people and companies, all to increase a network of contacts that allows him/her to reach the best talent available for a position, no matter where they are.
The headhunter meets other professionals in their field, business leaders, prominent professionals and experts in different industries. This network of contacts not only allows him/her to find candidates, but also to obtain valuable information about the job market. What companies are growing? What skills are in demand?
Empathy and social skills
A key trait in the headhunter profile is empathy. The headhunter must understand the needs and desires of the candidates. Why do they want to change jobs? What motivates them?
Along with this, he/she must establish trusting relationships. Listening carefully, showing genuine interest and being a good communicator are essential skills. After all, convincing someone to change jobs is not just a matter of numbers; it’s a matter of heart.
Curiosity and adaptability
The world of work is constantly changing. New technologies, emerging business models and global trends affect the needs of companies, marking the way they will develop their own projects and, consequently, determine what their approach will be when retaining and/or searching for talent.
The headhunter must keep up to date. He/she reads, researches and learns constantly. In addition, he/she is adaptable. He adjusts to changes and reinvents himself if necessary. Curiosity is his compass, and adaptability is his driving force.
Persistence and determination
Finding the best talent for a critical position in an organization is not easy. There will be many responsibilities and challenges that the candidate will have to face, most likely in a context that does not give him/her much room for adaptation depending on how key the position is.
On the headhunter’s side, he/she will have to face several calls, meetings, profiles that do not quite fit what the company needs, and more. Even so, the headhunter does not give up, he/she will keep looking until he/she finds the right person.
The headhunter is a professional characterized by solvency and efficiency, dedicated to helping companies find the perfect match with the human talent available in the market. It is an area that you should bet on if you want to grow as a company and stay competitive in your sector.
With a good headhunter by your side, the chances of connecting with the best talent available in the market for the positions you need in your organization are much higher. Do not miss this opportunity, connect with CodersLab to have the best headhunters in LATAM at your disposal. We will help you find the talent you need for your different tech projects.
