| Search Or Headhunting |
The terms "Search" and "Headhunting" are used interchangeably within the recruitment sector. Whichever term you prefer, the process involves finding the most suitable candidate to fill a particular role on a fee basis.
At EOS Consulting we recommend using this method of recruitment for senior positions, where there is usually a smaller pool of appropriate high level candidates. We identify and target key individuals, whether or not they are actively looking to move, to enable us to find the best candidates for each position.
THE EOS Consulting Headhunting Process:
Please click on the  icons below for more information about each topic.
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The Proposal
- All assignments carried out by EOS Consulting are conducted on the basis of the client's approval of our written proposal. The proposal would contain the name of the Director who would lead the Headhunting Assignment, our understanding of the role, recommended method of candidate identification, fee structure and proposed timescale.
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Assignment Specification
- At the start of a Headhunting Assignment, we would draw up an Assignment Specification detailing the organisation, its market standing, how/why the requirement had arisen, the job specification, candidate specification and salary package. Once this document is approved by the Client, who may have supplied the majority of the information themselves, it would be used as the source document throughout and would also be presented to short listed candidates where appropriate.
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Research and Identification of Candidate Search
- Each Headhunting Assignment is treated completely separately and research is carried out on the basis of the specific need of the client and job specification. A target list of companies would be drawn up by ourselves and passed to the client for approval.
Once that list has been approved, we would then commence the candidate targeting process, utilising all of the research facilities available to us. We would endeavor to gain as full a picture as possible of the identified candidate's current position, hierarchical status, remuneration, etc. in order to assess their suitability before making any approaches.
Any relevant market information gathered during research would be passed on to the client. For example, if it became clear that the salary expectation of the headhunting assignment was either greater or smaller than the specified salary, we would liaise directly with the client to discuss our findings.
Approaches would then be made with the utmost discretion to preserve both client and candidate confidentiality. It is important at the approach stage to begin the process of selling the concept of the role and the organisation in order to bring the suitable candidate to a sufficiently high comfort level to proceed to the first interview stage.
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Advertising Selection
- Having discussed the specific role with the client and gained a good understanding of the type of candidate sought, it is imperative to ensure, firstly, that the selected media is the most suitable and that the advertising copy is factual, informative and attractive.
We would recommend broadsheet, trade press or web based media, although we would take into consideration any strong views expressed by the client. We would also be responsible for writing the advertising copy, design of artwork and placing of advertising through our in-house facilities. The client would approve all media selection, copy and artwork at the various stages up to insertion.
Advertising response would then be screened and appropriate candidates invited to attend first interview.
From this point, i.e. post first interview, the process is the same for both Search and Advertising Selection, although it must be understood that the level of interest and perception of the candidates will differ between those approached on a search basis and those responding to an advertisement.
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Shortlist
- Having successfully completed the first interview process, we would, in most cases, conduct a second interview to further evaluate those individuals before drawing up a shortlist. That shortlist would comprise a realistic and manageable number of candidates and we would present a full CV and Consultant Assessment for each candidate including details of salary and full compensation and benefits package. We would take responsibility for setting up of interviews, collation of feedback from both client and candidates, assessment of interest levels etc.
We would be responsible for the rejection of candidates at this stage, ensuring that they are handled professionally and tactfully, thus maintaining their goodwill and favourable impression of the client.
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Completion
- The completion process is deemed to commence when the chosen candidate has accepted a written offer and resigned from their current role. It is imperative to maintain open channels of communication between the parties concerned to ensure awareness of status at all times.
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Fees
- Our fee scales are geared at retainer and shortlist stage ,(and where appropriate), on the estimated time and resources that we have to allocate in order to achieve our objective of providing the client with a list of suitable candidates that meet the agreed Headhunting Assignment specification. Any work involved subsequently is covered by the completion fee.
Our bespoke solutions can include a comprehensive market and competitor analysis, with clearly presented trends and data. We also offer bench marking and personality profiling were appropriate.
EOS Consulting's established search team has specialist expertise in matching candidate experience, qualifications and suitability to roles within the food manufacturing industry.
For an informal discussing of how EOS Consulting can help, please call Ed O'shea on
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