Headhunters are HR experts who are exclusively dedicated to recruiting top-level managers and executives. Nowadays, they have acquired great importance due to the high demand by companies of technology executive profiles capable of leading digital transformation that their companies require. We could say that, once these managers enter the professional circle, headhunters will end up having contact with them in one way or another. As a general rule, these expert recruiters perform an intermediary function between companies and managers in a bidirectional way. When companies need to hire a senior manager for one of their positions, they contact these types of human resources professionals and specify in detail what they need. Headhunters must take note and take into account the conditions in which the candidate must be found. For example, the corporate culture or the level of ICT development with which he or she will have to deal. A good manager does not always have to be a good manager in two different companies, and that is part of a headhunter's job.
Now, when a company is looking for a candidate with an executive profile oriented to digital transformation, the next step is to look for one. ¿Where do these HR experts start if most candidates are discreet and already have high-paying jobs??
A headhunter's database, his most valuable asset
One of the differential factors of any head hunter expert in executive, senior and IT profiles is its database. For a manager or executive, being part of the list of executives of an important head hunter is synonymous with success and prestige. But in many cases, the way in which these HR experts access personal data and the most up-to-date information on their professional lives is a complete mystery. Nevertheless, a number of patterns can be established that can lead us to know how headhunters manage to keep 100%'s database of executives up to date.
- Through direct contactIn many cases, headhunters make direct contact with top-level technology profiles in order to get to know them and keep their database up to date.
- By professional recommendationOne of the characteristics of this type of human resources professionals is that they never reveal how they came to obtain the contact of a profile. Although on many occasions they obtain this information through the recommendation of other managers who have rejected an offer. In the case of managers linked to technology and digital transformation, who are currently highly sought after, recommendation remains one of the most reliable sources of information for this type of recruitment professional.
- Holding prestigious positions in large companies The visibility of certain positions, which are in the public domain, means that these types of managers receive job offers on a regular basis. The visibility of certain positions, which are in the public domain, means that these types of managers receive job offers on a regular basis.
- Take a prestigious course at an important business school. national or international level can also help this type of profiles to be part of the headhunters' portfolio.
In short, many of the potential candidates are amply prepared to initiate the digital transformation of companies. Being part of the database of a head hunter becomes an indispensable requirement for this type of profiles if they want to move up in their professional career in a natural and sustained way.
From the point of view of companies, the privileged information that this type of HR professionals have is an added value to find the most suitable profile. At Zemsania People Tech Talent we have an extensive and updated database of the highest level technological profiles. Get to know us!