At present the role and function of Human Resources in a company already has many facilities. This is because many service providers or consultants are ready to offer assistance to handle HR functions within the company. Some HR functions that can generally be outsourced to external parties include recruitment, training, compensation and benefits, industrial relations disputes and others.
In the recruitment field, the involvement of external parties is common in many companies. The forms of cooperation also vary because of the purpose of the recruitment itself. However, what is often used is direct recruitment services because the consultant representing the client carries out the recruitment process for certain positions based on the requirements submitted by the client. Among practitioners, this kind of service is better known as the Headhunter service. This is because consultants, in looking for candidates, often take a direct approach to potential candidates they already know.
The consultants in this field are usually people who already have flight hours in the recruitment field in the previous work period. When reading the requirements submitted by clients, they already have a clear “road map”, and are aware of the possible obstacles to be faced. What is really interesting is the contents of the “road map”, and what the indicators are used in it, so they get the right candidate. Let’s find out:
1. A strict time and work framework
A delegation of duties from the client means trust. The process of good cooperation between the client and the headhunter consultant will be preceded by a cooperation scheme that is accompanied by a clear clause on the fulfillment of candidates. So when it has been agreed upon, the headhunter will move to do the sourcing with the database or network owned. But when both are running, another process is also carried out. A consultant does not want to waste a lot of time waiting. Another alternative is sourcing a job portal or on social media. The choice of media will clearly be adjusted based on the basis of the largest number of memberships and has a diverse variant of participant levels. From the candidate’s side, this is an opportunity. So when a practitioner decides to create an account in a professional media, give the latest account data. Because at any time it is very possible a headhunter consultant greets your account.
2. A reasonable approach
The main goal of a headhunter consultant is to get the right candidate. When entering into a media for the sourcing process, the approach taken can be passive, active or both. That is, even though consultants publish job information, a consultant also tends to push himself to actively find potential candidates directly. A typical consultant who is active in finding prospective candidates likes clear account data, can be trusted and looks active in utilizing his account. Because this provides the possibility for consultants to reach out and establish communication with prospective candidates. A candidate who is very active in a media does not fully guarantee being addressed by a headhunter. Because a headhunter has clear requirements for candidates. However, a potential candidate will also be difficult to reach if the activeness of his account is unclear. Thus, a consultant’s communication with a prospective candidate places high expectations on the clarity of the account and the activeness of the prospective candidates.
3. Fast process
When a candidate can be reached in the communication process, a positive initial indication is established. A good consultant will build communication through a professional approach. Ways of introducing and sharing information about job opportunities offered will usually be done. During this process, information will not be fully disclosed, given the communication process is still in the initial stages. However, candidates need to pay attention because the approach does not only take place for one person. There are several other candidates who have also been included in the consultant’s radar. The selection process also took place quickly. Therefore, a prospective candidate is better to be proactive when communication with a headhunter consultant begins. Job opportunities will generally be obtained by prospective candidates who are proactive and have a good collaboration with a consultant.