The goal of a recruitment project is to find the best candidates as quickly and efficiently as possible. Unfortunately, those people who you want to hire are most likely busy with work. The best candidates don’t browse job portals looking for your advert. To reach them, you need to do headhunting.
Headhunting is a process during which a clear candidate profile is mapped out. Relying on the candidate profile, recruiters will start to contact candidates who would be a potential fit for the role and your company.
Generally, headhunting is meant for filling more complex roles. During headhunting, a job advert will not be posted. Instead, recruiters will track down and contact only suitable candidates, which makes the recruitment process more quick and efficient.
1. Role mapping
After our kick-off call, we will map out a specific candidate profile. During this, we will decide what kind of person we will be looking for. Additionally, we will decide on the job tasks that the new employee will be responsible for.
2. Creating a recruitment strategy
In addition to mapping out the candidate profile, in our second call, we will decide on which recruitment channels we will use to find candidates. These channels could be, for example, our existing network of candidates, referrals or different job portals (e.g. LinkedIn) etc.
3. Candidate searching and validation
When the recruitment strategy is set, our recruiters will start headhunting. We will only contact suitable candidates and if they have interest, we will conduct screenings with each candidate separately. The purpose of screenings is to understand, what is the candidate’s job experience, what kind of projects are they linked to and what is their motivation and expectations regarding a new role. Based on this, we will decide whether the candidate is a good match for the role and your company.
4. Candidate presenting
In case the screening is successful, we will send the candidate profile to you through Trello software. Our goal is not to send you many candidates, but rather to send you only the best candidates and save your time. If you want, we also give you the opportunity to meet with candidates who didn’t pass the screening round. After sending you the candidate profiles, we will help you organize and conduct interviews, which will help us understand your needs even further.
What is your pricing method?
Our pricing method depends on the complexity of the role, as well as the volume of recruiting. You will find out the projected price of your desired recruitment project in our intro call, assuming you already know what your candidate profile is and how many candidates you want to hire. Generally, the price of the recruitment project is connected to the hired candidate’s salary.
How long does one recruitment project take?
The length of the recruitment project depends on the complexity of the role, the speed of the interviews as well as feedback. On average, the process (from the first client meeting to the candidate’s first working day) takes about 2-3 months. In some instances, where the desired candidate doesn’t accept your job offer, the process could take longer.
What kind of recruitment methods do you use?
We use traditional recruitment methods based on needs. First and foremost, we are headhunters – we track down people on different platforms and contact them ourselves. Depending on the recruitment strategy, we also do landing pages and job advertisements. Additionally, we have our own extensive talentpool (lists of previously headhunted candidates for previous roles).
Which industries do you specialize in?
We are mainly focused on finding and validating talent in the following sectors: information and communication technology (ICT), business development, finance, banking, insurance and manufacturing. However, thanks to our recruitment team’s broad expertise, we can help you find talent in other industries as well.
Do you offer other services besides recruiting?
Yes. Although our main service is recruiting, we offer our existing partners other services, such as HR consulting, salary studies, employer branding etc. That is the additional value we bring to the table – we help and assist you in other areas if needed.
What happens if the hired candidate leaves or I don’t see a fit?
In case the hired candidate resigns from the job within four months, we will offer a replacement candidate without a placement fee.
From Ampler´s partnership with TalentHub, the most value comes from their very personalized approach to find the talent that in addition to technical skills also fits our culture. TalentHub always takes full responsibility for delivering their promises on time and with great results.