| As a Human Resource professional, I often get the | | | | outsource part of the hiring and screening process to |
| question from job seekers: Should I work with a head | | | | executive search firms. |
| hunting firm to land the job of my dreams? As with | | | | The well run headhunter firms, such as Korea |
| many questions, the answer is: "It depends". | | | | Headhunter , follow a well defined process in order to |
| If you are a recent graduate, looking to land a | | | | ensure efficiency and results. The process typically |
| competitive job, the head hunting firms may not be the | | | | includes a questionnaire for the employer to efficiently |
| best option. This is because the good headhunting | | | | select the appropriate candidates. The head hunter |
| firms typically work with hundreds or thousands of | | | | firms, on approval of the hiring firm, conduct a |
| candidates. As a less experienced candidate you will | | | | prequalification interview. Ideally, the candidates have |
| be at a disadvantage. The odds are more in your | | | | already been screen for qualifications and personality. |
| favor, when you choose a top rated local job site ( ). | | | | The short listed clients from such a process are then |
| The head hunting companies typically turn to the job | | | | passed off to the client firms for a direct interview. |
| sites in order to increase their pool of qualified | | | | Once the employer determines the suitability of the |
| candidates and are often the largest clients of the | | | | employee, and there is mutual agreement between the |
| career sites. | | | | candidates as well as the client of the headhunter, the |
| Why use a headhunting firm in the first place? Let's | | | | headhunter normally gets compensated for the |
| face it. The head hunting, or executive search firms | | | | services rendered. |
| are paid by well heeled client companies looking to find | | | | These head hunting firms add further value by |
| highly qualified people for specific openings. Typically | | | | nurturing relationships with the qualified and difficult to |
| the hiring companies use more traditional routes such | | | | find executives. Often, these relationships span months |
| as career sites to find the bulk of the candidates. For | | | | and years and they are maintained, even after the |
| specialized candidate searches, however, they want to | | | | executive has been placed. |