As a rule, high-level
professionals do not look for work through Job Search Site. You will most
likely find a pair of suitable resumes in the general database, but the
likelihood that the first selected specialist will immediately come to your job
is minimal. Moreover, almost all of these questionnaires will either be
irrelevant or placed for the sake of monitoring the level of wages in the
In our experience,
half of the potential candidates have never posted their resumes on Job Search
Site. And did not explore it for interesting proposals. These people are ” found” through narrow-profile communities, thematic events, with
recommendations, or lured away from other companies. Therefore, the search for
such specialists takes time and very delicate negotiation tactics. And it is
the recruitment agency that knows how to interview several candidates, while
maintaining the confidentiality of each parties.
Important conditions for Executive Search:
– Employed candidates
may fear your call, suspecting a “test of loyalty” from the current
leadership. Here, by the way, is not an easy moment for everyone – sometimes
the failure of one specialist can shorten an already short list to 2 people,
which will affect the performance indicators of the headhunter. Therefore, a
good recruitment agency works on a proven communication algorithm.
Inexperienced HR managers can do a lot of harm in this situation.
– Reputational risks
escalating in small markets. In areas where is only 10-15 large companies work
and all the chief engineers are good know each other, word of mouth works well.
Some unsuccessful negotiations with an incompetent hunter, and the reputation
of a careless employer will be fixed for a long time. At the same time,
positive negotiations, even without a positive result, can bear fruit in a
year, two or three.
– Understand the
difference between finding an ordinary employee and a unique specialist. A
large resume database on job search sites is no guarantee that at least one of
them will meet expectations. Unfortunately, many tend to exaggerate their
abilities on paper, and in order to understand the real level of competence,
you will have to go through more than one stage of interviewing.
– Awareness of the
risks, when the deadlines grow. If in Ukraine there are only two necessary
specialists, then choosing between them in the period of 6 months means losing
both. Without a clear timing and constant contact with the candidate, this
nuance can be missed
– Salary is not always
the deciding factor. Good specialists can already choose between other types of
motivations, since they are provided with high wages in any of the companies.
In order to immediately determine the type of future employee and understand
whether a 50-year-old design engineer is suitable for a team with an open-mind
and an open-space-office, you need to be more than just a hiring manager.
The list is endless,
but the main conclusion is: if you want to get a result, trust the
professionals. The Recruit Alliance team for almost 20 years successfully
closes all possible personnel searches for Ukrainian and foreign companies.
Want to know more – please write