What is the difference between hunting and executive search?

Source : https://www.bollyinside.com/news/technology/what-is-the-difference-between-hunting-and-executive-search

The IT industry covers quite a lot of interesting, but complex areas, such as web development, blockchain development, and game development. However, all areas have a common problem – a shortage of specialists. In this article, we will consider modern virtual recruiting approaches that modern IT recruitment agencies successfully use to search for talents.

How hunting differs from executive search

Hunting is a search for key specialists based on poaching from one company to another. Moreover, the goal can be not only a top manager but also an expert with rare skills or a specialist known in his industry. Executive search is a professional technology aimed at the direct search for C-level candidates, rare and unique specialists. And hunting is only one of the components of this technology.

The stages of the executive search:

Analysis of the client’s needs and formation of a candidate profile indicating the necessary competencies, a description of the tasks, and goals of the future employee. The better the query is made, the more accurate the hit will be. Request a stop list from the client (it indicates persons who cannot be poached). For example, the stop list may include employees of friendly companies or those with which there are agreements on “non-aggression”. Mapping is market research, an important part of executive search. At this stage, the hunter identifies companies where the required specialists work and finds out the levels of salaries and bonuses. Depending on the request, the mapping can be very detailed. So that on its basis the client company can conduct a deep analysis of competitors and form a personnel reserve. Negotiations and evaluation of candidates. Hunter interacts with people from the long list, evaluates their soft and hard skills, and identifies values ​​and motives for the transition. If the candidate is not open to offers, then at this stage the hunting process begins. The process may not start if the selected professionals show initiative and are ready to change their job. Making a shortlist. Based on the results of the evaluation, the hunter presents the most relevant candidates to the client. As a rule, such a list includes 3-5 people who best match the request. Moreover, the hunter should be ready to tell in detail about everyone who is on the shortlist. Therefore, the depth of elaboration at the stage of negotiations and evaluation is very important. Client interaction with candidates and transition process. Hunter does not disappear but participates directly in all communications. He helps the client and the candidate at every stage of the interview correctly translates the motives and interests of the parties and handles questions that arise in the process. Integration of the candidate into the company. Hunter continues to accompany and support the new employee during the trial period: receives feedback from the client company on the course of adaptation, and processes doubts and objections. Executive search is a complex multistage process that is extremely sensitive to the professionalism of the performers. It is difficult for a single recruiter to cope with all these tasks, so this search technology is effectively carried out by specialized agencies with the necessary expertise and resources, such as Alcor.

When is hunting needed?

Search for highly qualified specialists and C-level employees. As a rule, such positions are rarely opened. An internal recruiter may simply not have the experience and competencies to properly communicate with such candidates and evaluate them. In this case, a professional hunter is involved, who has already solved similar problems for other companies and industries. Selection is strictly confidential. It is necessary to find a key specialist, but in such a way that no one finds out about it ahead of time. This is a delicate non-standard task: you cannot entrust it to internal recruiters, it is forbidden to post a vacancy in open sources. A review of the composition of the management team is required. For example, the company sets ambitious goals and objectives for the future period, but the current team is unable to implement them. For such complex projects, it is necessary to involve external experienced hunters. The company needs to fill unique vacancies. These are vacancies that the company has not encountered before. Let’s imagine that an organization changes its development strategy, transforms, and it has new business lines and positions. To cope with a new non-standard task, HR may seek the help of external consultants. The company cannot close a certain position. The employer tried to cope on its own using standard recruitment methods, but nothing worked.

How to hunt correctly

Ideally, the first contact with a potential candidate should take place long before a vacancy appears. For this, it is important to engage in networking (acquaintance and communication with professionals for the future). Such communication is in the nature of cooperation, information exchange, and building long-term trusting relationships. This allows hunters to deeply work out the candidate’s motivation in advance and understand the reasons why he may agree to transfer to another company. Then, by the time a vacancy appears, the hunter will have all the necessary information to act precisely and competently. What if the candidate refuses the offer? Some mistakenly believe that the financial component is the main factor in making a decision to change jobs. This is important, but much more important is the value match, the perfect match between the candidate and the company. Now people change jobs if they understand that in another place they can achieve their goals, be effective, develop more efficiently and quickly, and get interesting experience that increases their expertise in the labor market.