Premium Headhunting is sorting and assessing candidates, not just finding them!

Premium Headhunting is not just a means of finding "passive" candidates by headhunting, it's the assessment of candidate compentencies as they relate to the position.

Passive candidates are excavated through the outbound headhunting process, not through a simple database query of existing "active" job seekers. The difference between individualizing "passive" candidates by outbound headhunting and collecting "active" candidates from a database is the main distinction in outsourced recruitment products.

Premium Headhunting is a step-by-step process.

The first step is to set clear expectations for the search.

The search consultant and client need to be in agreement about what type of profile and talent is to be hired. Matching an employee’s characteristics to work requirements is just as crucial a step as searching for passive candidates.

The consultant must meet with the client personally to discuss the assignment, not just to obtain details of the position to be filled, the type of person needed, salary, benefits and other job requirements, but to assess the environment and gain important insites to the actual scope of the job.

The search consultant should meet other relevant people in the client's organization and visit the place of work whether an office or remote plant location.

An assignment brief will identify key competencies that are mapped to the screening of passive candidates.

Premium Headhunting is the combination of the outbound headhunting process and the assessment of key competencies relative to the assignment. Physchometric assessment tools, behaviorial based interview techniques, and competency mapping are all necessary ingredients to the assessment portion of the process.

So, there are two very important steps in Premium Headhunting as an outsourced recruitment solution; the actual headhunting of candidates and targeted candidate assessments.

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