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Recruitment Methods

We use the following recruitment methods:

  • Filesearch: searching within our Database and approaching candidates from our Database.
  • Mediasearch: placing recruitment adds in traditional (magazines etc.) and / or new media (jobportals etc.).
  • Directsearch: actively approaching candidates who can be possible candidates because of the function they fulfil within a well defined target (headhunting).

HUNTaHEAD often combines the different recruitment methods because we believe this is the most efficient way to get results for our clients.

 

Procedure

The environmental study:

Depending of the complexity of the vacancy and influenced by (positive and negative) circumstances that surround the function an environmental study can be necessary for the successful completion of the assignment.
In certain cases this environmental study can be of vital importance for a good understanding of the vacancy of our client.
The environmental study includes:

  • the history and culture of our client
  • scope and (internal) acceptance ness of the function.
  • functional and personal success- and failure factors.

 

Selection process :

1.The organization- and jobprofile.

Following the environmental study we make an organizational- and functional analysis by drafting a organization- and jobprofile. This profile consists of:

  • the organization (a.o. company activities, history, company results, culture, organizational structure);
  • the department (a.o. structure, functions);
  • the function (a.o. responsibilities, contacts, reporting line);
  • necessary experience (functional and years of experience);
  • personal characteristics / competences;
  • procedure description (number of interviews, assessment etc.)

2.Method of interviewing.

An interview with HUNTaHEAD is structured and takes at about 1.5 hour.
The goal of the interview is threefold. First of all our interview is meant to give the candidate a clear view of the organizational structure and specific vacancy of our client. Next to this we survey if the candidate matches the competence profile and other selection criteria. Finally we concentrate on the personality of the candidate in which we focus especially at the fact if the candidate would fit into the corporate culture and will match specific demands of our client.

At the interviews different techniques are being used to survey at a behaviour and experience level which qualities the candidate possesses.
HUNTaHEAD is specialized and trained in function-, motivation- and talent analyses, the STAR method and competence focussed interviewing.

3.Introducing Candidates.

Legalhuting introduces candidates basically with their own CV (also the lay out of an CV gives you an idea about the candidate) together with an appraisal of HUNTaHEAD in which experience, personality and motivation is explained based on the specific relevance for the vacancy of the client.
The appraisal by HUNTaHEAD can be presented at two different ways:

  • an appraisal by a personal explanation (we ourselves do prefer this method because
    direct feedback of our appraisal based on the interview by our client is possible)
  • a written appraisal.

HUNTaHEAD will propose in first instance not more than 3 to 4 candidates to the client.
We explicitly want to avoid a so called candidate merry-go-around. To our candidates we are open and transparent with how many ‘competitors’ they join. Of course all other information regarding the different candidates is explicitly reserved for our client.
Basically we are not joining the interviews with our candidates at the clients office. Of course we are always available as an independent advisor. A rejection of our candidate will be motivated thoroughly by HUNTaHEAD in which we also expect solid feedback regarding this of our clients as well.

4.Assessments / Psychological Testing.

Everyone his own profession. HUNTaHEAD doesn’t uses Assessments and Psychological Testing themselves. On the other hand you may expect from use solid advice in companies who are experienced in this and which we rate as professionals in their field.
Call or e-mail us when you need further information.
Just for you to be sure: we don’t have any financial ties with our ‘friends of the house’. Like it has to be with friends our relationship is based on mutual respect en without avail.