How to make headhunting a successful strategy for your company

Finding the most promising candidates in the market is the main goal of every company and these people are often selected after careful consideration and a thorough selection process.

The selected candidates are then brought to the attention of the company for a final decision.

In order to save time and give the customer a reliable, ready resource with the necessary talents to perform certain tasks in the workplace, headhunters seek and hire the best profiles with the qualities specified by the customer organization.

The purpose of private interviews is to identify the candidate’s strongest points so that a detailed profile can be drawn up.

Search and selection of foreign sales personnel

Companies need to advertise their products even across national borders because the globalization and internationalization of business is becoming more prevalent in the dynamic workplace.

In this regard, headhunting is used to recruit and select foreign sales staff, identify direct and indirect recruitment routes through a network of correspondents, international partners and the best specialists in Italyfor example, or in many other places.

The main purpose of headhunting is to find and select persons or organizations responsible for the presentation and marketing of goods and services abroad.

Assessment Center

A candidate must have all the qualifications listed in the Assessment Center in order to be considered for a position.

During the recruitment process, learning and development plans are created to identify different professionals, evaluate applications, and provide candidates with feedback that can help improve their careers. The process ends with a survey of the participants.

Working Method

To better define goals, organization, and objectives, the workflow begins with an initial analysis.

The talents and abilities of the ideal candidate are then identified, and then a search program is planned and executed to find the best candidates using various recruitment channels.

Applications are then screened using specific selection tools, prioritizing the selection of the best and most qualified candidates for a particular position.

Testing and evaluating the candidate’s abilities and position in the organization constitutes the last step.

Work-related stress risk assessment

So-called “work-related stress”, which can affect both employers and employees, can sometimes have a severe negative impact on an employee’s ability to work.

The purpose of headhunting is to pinpoint activities or circumstances that may put employees at risk of stress at work.

Focus groups, interviews and questionnaires are then used to examine the organization’s objective data with competent staff to collect data and identify specific signs that may put workers at risk for work-related stress.

Appropriate countermeasures against work-related stress are taken after risks have been identified. These activities can target specific business units or the entire organization.

Potential assessment

The task of headhunting is to assess the qualities and attributes of a candidate, carefully analyze them and apply them in practice.

The applicant’s potential can be maximized and expressed in this way in time. To develop and optimize the management of resources and business processes where they are assigned, all evaluation is based on direct observation and indirect observation.

The ultimate goal is to establish a process in which the employee is an essential component of the business and an active subject in its development.

Electronic dialing

By integrating a “Work with us” page on the corporate website, e-recruiting allows workers to be hired directly through electronic systems, encouraging a continuous self-application cycle and creating an automatic pre-screening system.

After establishing the requirements, intended results and technological solutions most suitable for work processes, electronic recruiting is created and built.

The ultimate goal is to put into practice the current selection processes and modify them to fit the business structure.

Coordination of recruitment activities

Events are a more direct method of assessing candidates and developing their skills and experience than online recruitment.

Event and scenario planning helps you to express personnel policy without barriers, as well as to get acquainted with new talents.

First comes the identification of the qualities and requirements of the personnel, and then the intended message, communication channels and context are established.