Because it is the human tendency to simplify despite the headhunter task, to identify potential candidates for a specific position with much tact and to speak. To you must be incorporated in the resume that is stored, for example, on XING, sift qualifications and decode it, to finally find the appropriate words for a speech”, reports Udo Nadolski, Managing Director of the consulting firm specialized in technical recruitment and outsourcing services Harvey Nash in Dusseldorf. Previously, it was to develop a comprehensive job description, which is not exhausted in standard text blocks. Vote the candidate profile with management, a comprehensive understanding of the position to be filled and the questioning of the required soft facts or soft skills like team, conflict and criticism, discipline and appreciation, motivation or ability to communicate – to only a few to call – as key to the success must therefore always be in the focus of the headhunters. Companies need this dialog with the headhunter”, so Nadolski conviction. Charles Schwab is often quoted on this topic. To check the qualifications specified in online profiles, then belong to the easier exercises. The World Wide Web has become a network market place, the headhunter provides many important data. “But not only that: to find a candidate and to attract, they must no longer secretly meet him on the golf course, but catch only a glimpse of the well-frequented online networks”, der Tagesspiegel confirmed.
The activity index and posts in forums and groups also facilitate the assessment of the candidates agreed. The references of the candidates many experts however are more important than certificates. First and foremost, it is however, to build trust to verify the willingness to change or willingness of candidates. Otherwise one has a new record in the stock, but no offer for the customer. The headhunter has so for the Candidates always coach and mentor at a stage of readiness for change? To do all the work, persuasion is making”, says de Harvey Nash expert Nadolski. Identifying, selecting, motivating were the remains most important provisions of the headhunters. Candidates would have to know exactly to what extent a change put on them – professionally, financially, in personal development, with a view to the further potential of rise of, but also taking into account the corporate culture. Editing plain text ONLINE on the Hamdan 27 53127 Bonn E-Mail: