The search of talents
Headhunters are increasingly being hired to fill key business roles, rather than looking for executives. These the companies find rather with relatively little effort through the classic search offers in social media and advertisements in daily newspapers or via the company's own website.
The classic search channels are not enough to search for business drivers in key positions. The candidate requests generated from this are usually inappropriate and offer a small selection.
There are some obvious reasons why this is so:
1. Executives and generalists
The availability of executives and generalists is great. In this age group are the baby boomers. Companies have made several rationalization waves where such profiles have been released. The demand for generalists is not that high anymore.
2. Changes in the companies
All companies are faced with the flattening of hierarchies, faster product cycles, the expansion of distribution networks, the larger number of business partners, intense competition, etc. The influence of those people who are in key positions to drive the business is critical to the company's success. It's similar to team sport. 1-2 excellent players can decide a game because they have qualities (game overview, technical skills, will to win, etc.) that the others do not have.
3. Market of the searched Business Driver
The candidate market in this segment is very narrow, because many companies / competitors are looking for similar candidates, It is also a segment of low birth rate, which should bring the following criteria:
- Great ability to generate business
- Knows the networks of the searching company
- Very fast to use
- High social competence
- Entrepreneurial etc.
It will definitely be worthwhile for a company to bring such people on board to make the difference.
Executive Search, Direct Search
The direct search method is the only practical way to find the right candidate profiles within a reasonable time frame. Once these profiles have been identified, the work, the screening / matching, the comparison to the desired profile begins.
The candidates must meet the above requirements and first prove their own past successes and the way to do so. Also revealing are the motivation for change and the personality.
Ideally, the client will then be presented with the few remaining candidates (shortlist) who meet the high standards and the ability to bring the company further.
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