Headhunting
Headhunting is a specialized form of recruitment where professionals actively search for and approach qualified candidates who are typically already employed elsewhere. Unlike traditional recruiting that focuses on candidates actively looking for jobs, headhunters reach out to passive candidates who aren't necessarily job hunting. It's sometimes called executive search or talent acquisition, especially when focusing on senior-level positions. This approach is particularly valuable when companies need to fill high-level positions or roles requiring rare skillsets.
Examples in Resumes
Successfully placed 15 C-level executives through Headhunting and direct sourcing methods
Generated $500K in revenue through Executive Search and Headhunting activities
Led Talent Acquisition and Headhunting initiatives for Fortune 500 clients
Typical job title: "Headhunters"
Also try searching for:
Where to Find Headhunters
Professional Associations
Online Communities
Industry Events
Example Interview Questions
Senior Level Questions
Q: How do you approach developing and maintaining relationships with C-level candidates?
Expected Answer: Should demonstrate sophisticated relationship management strategies, long-term networking approach, and understanding of high-level executive communication preferences.
Q: Describe your most challenging executive placement and how you overcame the obstacles.
Expected Answer: Should show problem-solving abilities, strategic thinking, and experience handling complex searches with multiple stakeholders.
Mid Level Questions
Q: What methods do you use to identify and approach passive candidates?
Expected Answer: Should explain various sourcing techniques, professional networking strategies, and appropriate ways to contact employed professionals.
Q: How do you maintain candidate confidentiality during a search?
Expected Answer: Should demonstrate understanding of discretion in executive search, data protection practices, and professional ethics.
Junior Level Questions
Q: What research methods do you use to find potential candidates?
Expected Answer: Should be able to explain basic LinkedIn searching, industry mapping, and how to use various databases and social networks.
Q: How do you qualify a candidate for a role?
Expected Answer: Should understand basic candidate screening processes, interview techniques, and matching skills to job requirements.
Experience Level Indicators
Junior (0-2 years)
- Basic candidate sourcing techniques
- LinkedIn and job board usage
- Initial candidate screening
- Database management
Mid (2-5 years)
- Advanced sourcing strategies
- Candidate relationship management
- Salary negotiation
- Client relationship building
Senior (5+ years)
- Executive-level placements
- Business development
- Team management
- Strategic client partnerships
Red Flags to Watch For
- No experience with direct candidate outreach
- Poor understanding of confidentiality and ethics
- Lack of professional networking skills
- Limited knowledge of different industries and roles
Related Terms
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