How Do Headhunters Help With Executive Recruitment?

Using a headhunter turns a passive executive recruitment strategy into an aggressive one. Rather than advertising a post and hoping that the best candidates come to you to apply, when you use a headhunting service, you send someone out to track down the best candidates for you. Many people will be interested in a position if it is offered to them personally, even though they are not currently looking for a new job. You can only recruit these people if you make the first move, because they won't see your ads or apply for a job.

Headhunters specialize in executive recruitment. They work for the companies that need the best new talent and which are willing to make the sort of offers that can tempt a skilled executive away from their current position. Headhunters target the best people for the job. They hunt them down and convince them to meet with the recruiter who is interested in them. This places the headhunter between employers and new recruits. They act as a mediator, a negotiator, or even a matchmaker, helping to find the perfect candidate for a job, and helping executives to move into new and better positions.

In order to be successful, a headhunter must have insider knowledge of the industry in which they are working. They must have a network of contact through whom they can find out about the positions that are going to become vacant, and about any newly created positions. They need to keep an ear out for any high level professionals who might be looking for work, or who could be ready to make a move if the right offer is made to them.

Headhunters usually work on commission. Their fee is usually calculated as a pre-specified percentage of the salary of the job for which they are recruiting people. The exact percentage will be negotiated with each employer that uses their service, but a fee of about 25 percent is fairly typical. This means that a headhunter can earn a lot from a single position that they are able to fill. Headhunting does not provide a steady income, however, since the availability of positions and people who are suitable to fill them can vary.

The main benefits for an employer who chooses to recruit through a headhunter are the savings in time and resources. The company does not need to spend its own time and money finding candidates to fill a position. Finding someone who can work at the highest levels can be very difficult since the pool of available candidates can be small. Some of the largest companies in the world are able to manage recruitment themselves, often having a special department specifically to deal with finding suitable candidates. Smaller companies that are unable to spend as much time and money on recruitment often choose to use a headhunter instead.

Another important benefit of using a headhunter is that the candidates who will be presented by the headhunter have already been evaluated. There is no need for the company to spend as much time sifting through applications and comparing candidates. They can also be sure that the candidates selected for them by a headhunter are among the best in the industry.

The candidates who work with headhunters receive similar benefits. They are offered positions that they would not otherwise have known about, and they can work with a headhunter to find their dream job. Candidates can specify their requirements to the headhunter, for example asking for a certain type of position, salary, or particular benefits. They can even ask the headhunter to look for an opening in specific companies for which they hope to work. Headhunters can also give candidates an advantage when they are selected for an interview, by offering additional information about the recruiting company and their competition for the post.

Ways Of Getting On The Radar Of Headhunters For Legal Grads

Headhunting for legal jobs is picking up speed in the sphere of legal recruiting and more and more law school graduates are turning to legal recruiters for legal jobs and attorney jobs.

The conventional method of recruiting, that law firms earlier adopted, of placing advertisements, campus interviews and speaking to the candidates is no more the preferred option and firms are, more and more, approaching headhunters to find them the right candidates.

So how do law school grads and others keen on pursuing a legal career get on the radar of these headhunters - obviously until they know that you are there, they cannot approach you. Not only must you use all avenues available to let them know that you exist, it is also important to recognize and ascertain the right headhunters.

Talented legal professionals would be well advised to thoroughly investigate the headhunter who, dangles lucrative carrots before them and promises the best of attorney jobs. Anyone with even a smattering of legal knowledge can claim to be an expert and chances of being misled are high.

Well then, how do the candidates catch the attention of the headhunters who have the most lucrative and choicest legal jobs, including attorney jobs. The first thing to remember is that headhunters explore and chart the legal market. They search directories, shared networking sites and the press that is legal-specific. Candidates will be well served if they get themselves on these avenues, so that when the headhunters do their research, their names and details are accessible to them.

Update your LinkedIn Profile, write articles in the press on your areas of expertise, or comment on current legal matters and interact with editors of newspapers - make yourself as visible as possible. Visibility puts you into the limelight and marks you out one amongst many. Moreover, getting published in the legal press, shows that you not only have a passion for the job but that it is backed by knowledge of your work - it helps build your standing and status. Upgrading your LinkedIn profile will send a message to the headhunters that you understand the worth of marketing and promotion.

Headhunters also have contacts in law firms and they will be asking for recommendations so keep your networking contacts on the know that you are looking for an opening and would they be kind enough to propose your name when headhunters come calling.

If the headhunter cannot find you, you find the headhunter. Research the headhunter by doing an advanced search on Google, plug in different keywords, legal headhunter, legal jobs headhunters, attorney jobs headhunter. Once you find them, interact with them and then use your wisdom to decide if they are worthwhile or not.

Ways To Approach Headhunters

There are many ways to approach headhunters, but unfortunately sending resumes that have been unsolicited can result in no response as the majority are now working based on referrals only.

The best start is to find out who is who in the area of headhunting by looking at headhunting directories. Then follow these important steps:

·        pick out the most reputable headhunters who deal with industry specific positions

·        call the headhunter with a list of general questions about the industry of interest

·        ask the headhunter things about the current state of that industry

·        ask the headhunter about salary averages for executive positions in the area

·        ask the headhunter about the numbers of top executive positions that have appeared in the area

·        get into a casual discussion and answer all questions regarding your own background

·        if offered a chance to meet and discuss this further, then do

Approaching a headhunter is all about making oneself visible to them as most of them now belong to professional or trade groups or associations. Their directories are a powerhouse of information, including in most cases a list of reputable members and what they offer.

Another approach to headhunters is to become a good resource for information. It is possible to contact a headhunter and pass information about people that you know that are in the industry they deal with and give some recommendations. The headhunter will be grateful for the tips and very interested in your background as well, adding you to their potential contact and candidate list.

When getting a call from a headhunter, the best way to deal with this is to get as much detailed information about the job position as possible. Most headhunters reveal little about their client's identity, but are quite willing to discuss the company's location, industrial type and size.

Next, interview the headhunter for more information. Make a list ahead of time of all the questions needed regarding the position one is looking for and the industry itself. It is a given that even the best headhunter does not have all the information that one requires and will most likely be glad to find out and get back to you. However, it is important to be careful to not be too pushy.

Then, if the headhunter agrees to researching the information for you, offer to call them back another day. Most headhunters will be glad to give out their contact details. However, if the gist of the conversion seems very loose and there is a total lack of interest from the headhunter, then this is a sign of a less reputable recruiter and not worth pursuing.

Alternatively, make a visit to the headhunter's office to get a visual look at the day to day operations. A real professional headhunter is dependent on repeated business, so the office will be very organized and maybe even busy.

Once inside, do the same routine as would normally be done on the phone. However, if contacted by another headhunter after initially contacting the first, be prepared for a possible job discussion. It is important then to get specific job details, and note how the headhunter got your details, but under no circumstances offer a resume or send one in at this point. Note that decent headhunters will respect this and be quick to respond.

If the headhunter suggests it, then you may arrange for a meeting, at which point it is important to have an up to date copy of your resume on hand. During this meeting, the headhunter will willingly reveal more detailed information regarding the job and client. If they offer to arrange an interview, make sure that you do background research about the client before going in.

Approaching a headhunter can be both easy and hard at the same time. Most decent ones no longer accept resumes without the first contact and interview steps. However, they do appreciate a call for more information.

Healthcare Recruitment and Placement

Healthcare recruiting and placement services of reliable recruiting agencies offer excellent medical staffing services for a wide range of reputable medical facilities across the US. These recruitment agencies benefit not only job-seekers, but also top notch medical facilities like multi-specialty hospitals, rehabilitation centers, nursing homes, home healthcare agencies, acute care clinics, long-term care centers, physician's offices, outpatient clinics, educational institutions and government agencies, to recruit qualified personnel.

Talented Professionals for Healthcare Facilities

In view of the requirements of employers as well as job-seekers in the US healthcare industry, numerous healthcare staffing solutions providers offer reliable recruitment and placement services.

Healthcare employers benefit greatly from healthcare recruitment and placement services in that they are able to find the right person to fill the various positions in their facility. For instance, the recruitment agencies can supply them with professionally qualified speech language pathologists, occupational therapists, physical therapists and so on. Moreover, by using the services of recruitment agencies, the healthcare facilities are saved the trouble of job advertising and also the time and effort required for performing the tedious recruitment process. The agencies have a team of experts to manage the entire placement procedure, including candidate sourcing, preliminary evaluation and interviewing.

Placements with Attractive Benefits

Recruitment and placement services are available for both domestic and internationally educated candidates who can obtain temporary, permanent, part-time, short-term, long-term placements or travel jobs with high salaries and other benefits including

• 401(k) retirement savings plan
• Paid housing
• Professional liability insurance
• Section 125 Cafeteria plan
• Additional state licensure
• Continuing education
• Completion bonuses and travel allowances
• Short-term disability insurance
• Healthcare insurance
• Immigration processing support (for candidates trained abroad)

Reputable Agencies for Reliable Healthcare Recruitment and Placement

Healthcare recruitment and placement agencies in the U.S maintain online databases, which are updated frequently. By registering online, both employers and job-seekers can benefit through the quality healthcare recruitment and placement services offered. Candidates can access the jobs database and locate suitable job opportunities quickly. Employers who need for several professionals at a particular time are offered volume discounts.

Check out here for how to start a placement agency.

Staffing Agencies and Recruiters - 5 Ways to Attract a Staffing Agency

Staffing agencies and recruiters exist to find people for jobs, not jobs for people. In addition to finding the right staffing agency to work with, you must appeal to that firm as a candidate. Here are five things to do to attract the right placement agent.

1. Know What You Want

If a recruiter asks what kind of work you're looking for don't respond by asking, "What positions do you have open?" This response implies a lack of focus at best and desperation at worst. Be focused about the kind of work you want and be prepared to discuss it. Don't expect a placement professional to visualize you in a specific role from a very general resume. Speaking of which...

2. Have a Strong Resume

You need a strong resume to attract the right recruiter for the same reason you need one to attract the hiring manager. List responsibilities and accomplishments in a features/benefits format. Make it easy for the resume screener to see how your qualifications and what you've accomplished line up with a particular opening.

3. Respond to Specific Agency Job Postings

Staffing agencies post openings on major job boards regularly. Many of them also still use classified ads. Once you've identified an agency you're interested in working with look for jobs advertised by that firm.

4. Call and Ask to Speak to a Placement Person

Each staffing firm has it's own way of doing things. Some call their placement people recruiters. Others may call them account managers or agents. By asking for the placement person you should be able to connect with the person matching people to open positions. From there you can share the type of work you're looking for; find out about current openings and get permission to forward your resume to that person.

5. Forward Your Resume Even if There is No Current Opening

If you've found a firm that specializes in placing people in your field they need to have your resume on file. You may not be invited into the selection process right away but you never know what openings may come in that afternoon. The smart placement person won't want to waste your time (or hers) by bringing you in unless she feels she has a good chance of helping you.

Once you've found a good placement agency and they've agreed to represent you, you need to understand how to facilitate your success in finding a job through them. The last article in this series gives 5 ways to get placed through a staffing agency.

As a hiring professional with 17 years experience Shirley Ray has interviewed thousands of job hopefuls. Starting as a corporate recruiter, then moving into professional recruiting and finally staffing agency ownership she has successfully placed hundreds of deserving candidates with top companies.

Interested in knowing about how to start a temporary staffing agency, Please visit here.

A Guide For Employers Choosing an International Employment Agency - How to Tell Good From Bad!

A good international recruiter should be able to advise you in the sort of details that you need to know, explaining what to expect and to help you to make the right decision based on their own previous experience and advice. However, this would happen only if your recruiter is able to source workers from several countries. You need to be aware of the risks in order to take steps to avoid things going wrong. It is advisable to know the background and history of the international employment agent recruiting from overseas. Find out which countries and types of companies they have been supplying etc.

International recruiters can range from the sublime to the ridiculous. Going for the cheapest option can be a mistake, this does not mean that a good overseas recruiter will be the most expensive, but just watch out for those offering a deal that is free or very low cost.

What may be free and low cost to you now could be very expensive for the applicant and bring you unwanted publicity later. If you are a US employers then you really need to be aware of the new rules for the H-2B guest workers program, which clearly states that if these employees have been charged a fee, they will hold the employer accountable and make them repay it

Experience is very important in an International employment agencies ability to recruit, properly advise, guide and lead the employer painlessly through the guest worker program process. Employers should look for an International placement agency who has been working within the Overseas employment opportunities industry for several years, and is of good reputation.

Employers should ask for client testimonials and case studies, and only if they can provide these without delays. then you can be more comfortable of their ability to deliver, as well as checking and testing their background and knowledge to be able to give you the best advice and service. They should also be aware of the laws of the countries they are recruiting from, as this can avoid delays in getting the workers to your country after the visa is issued.

The Philippines for example has the POEA which is set up to protect Philippine workers, and if their rules and documentation requirements are not correctly followed there will be problems getting the people out of the country to start their job in a new country.

These document requirements include that you should get the positions verified at the local Philippines consulate and this will include getting documents notarized, salary confirmed and an undertaking that your business will look after the workers correctly. Other countries will not require such procedures but at the minimum you should be prepared to give a statement to your countries embassy in that country before you get visas undertaking that the info given on the job offer letters and about accommodation is true and correct.

Know more about how to start an employment agency.

Finding Employment With A Temp Agency

Employment can be found by working for a temp agency. When between jobs and out of work, they may be the best option. A college student may use one during the summer or during a break. The work may be sporadic or steady. An assignment can be as little as one day or up to a year. It can also lead to permanent placement with a company.

Temp agencies are often looking for people to fill positions when companies are otherwise not looking for anyone new. These positions are typically not found in the classified, online or on message boards. Agencies may occasionally place an ad to get in more recruits.

They also do permanent recruitment. A company will keep a temporary worker if they do their job well. Its a cheaper way to train and employ someone because benefits are never part of the package. The agency is the employer and is responsible for finding the employee, interviewing, hiring and doing the background checks necessary. They will be responsible for the payroll, taxes and insurance. All of these bear an expense the company will not have to pay for someone who may or not be right for the job.

There are placement agencies that specialize in one kind of employment or some in multiple types. There are those that handle construction and labor jobs. Others handle just accounting positions, or administrative and clerical positions. There is a company for those who are computer trained in data administration, information technology or information security, the same for corporate executives.

HR recruiting firms look for talented people wherever they may be. This is true even if the person is currently employed. It is their job to convince the person to accept a new position. A company gives them description of what they need in a worker for an open position. The recruiter may also help with temporary workers.

Employment agencies normally recruit people for permanent placement but they may also have temporary positions so they should be considered as well. Like temporary agencies it is possible that they do several types of employment. It can be direct hire, temp to hire, contract work or temporary. If the final goal is permanent employment it may be better to contact a company that has that as their primary goal.

Temporary work is a great way to add to current skills. If there is a skill set or software set that is missing many agencies will assist in learning new software. This is to the advantage of both the worker and the agency. They get a more skilled set of employees which benefits their clients.

If boredom is an issue with working, a temp agency is a great way to alleviate it. A new job every so often will keep the boredom away. There is a new environment with new people every time. The job will change and the level of responsibility may also change. More experience can be gained with each job and along with more contacts. Networking may gain permanent placement when available.

Visit here for how to start a employment agency from home.