Do you want to find a top specialist for whom there is a lot of competition in the market? Or are changes taking place in the company, which is why it is necessary to look for a new colleague confidentially?
Headhunting is a targeted search without a recruitment campaign. Therefore, we only turn to those candidates whose experiential background matches the profile you are looking for.
Approximately 8 weeks should be considered from the signing of the cooperation agreement to the decision. However, the length of the process also depends a lot on how quickly we get in touch with the right candidates.
WHAT IS OUR TARGETED RECRUITMENT PROCESS?
PREPARATION
We will help you think through what kind of person your company needs and what will ensure success in the position to be filled. To do this, we visit your company before the start of the target search process to get to know the work environment and people. In addition, we will prepare a comprehensive position profile in cooperation with you, where we describe the tasks to be performed, the necessary skills, personal qualities for the job, and what your company can offer the new colleague. The profile is especially important in targeted search because based on it, we start looking for people with the right experience from different channels. The profile also gives you the opportunity to think about who you need in your team.
Once mutual agreements have been made, we will sign the cooperation agreement and start the search.
SEARCH OF CANDIDATES
With targeted search or headhunting, we turn to people whose experience and background match the profile of the position established at the beginning of the cooperation. We invite suitable candidates for the competition from Tammiste Talent Bank, various databases, information channels, and through recommendations from our contact network. We turn to them and introduce your company and job offer, map the candidate’s current work situation and motivation for changing jobs. By communicating with candidates, we also get valuable information about your direct competitors.
ASSESSMENT
We evaluate the candidate’s suitability for your team and the offered position through focused interviews, various tests, and communication with recommenders.
We conduct a coaching interview to find out the candidate’s motivation, expectations, work experience, and competencies. In addition, during the interview, we evaluate the candidate’s behavior and ways of thinking, which allow us to predict his success in your team and the new role.
We use a variety of tests to assess a candidate’s speed/accuracy, mental ability, personality traits, motivation, and typical behaviors. Tests allow candidates to be compared based on specific measurable characteristics.
As part of background calls, we call 2-3 recommenders who have worked with the candidate either as a colleague, partner, manager, or subordinate. It is important to get as objective an idea as possible of the candidate’s daily attitude towards work, co-workers, and the achievement of set goals.
FINAL SELECTION
We present you with up to 4 candidates, from whom you can decide who you want to meet. Before meetings, we prepare summaries of interviews, tests, and background calls. The summary gives you important information about the candidate and helps you make an informed decision. Our recruitment partners also attend meetings with candidates to support you in choosing a new colleague.
GUARANTEE
We give our work a 4-12 month warranty depending on the position. This means that if, within the agreed time, it turns out that the employee we have found does not meet the requirements set by the cooperation agreement, we will look for new candidates for you at no additional cost. Our goal is to create a long-term and successful cooperation relationship, and we invest deeply in it.
