Recruitment and headhunting in Turkey are professionally offered by many Turkish companies, and clients prefer to recruit employees for different positions. Recruitment and headhunting are generally being interchangeably used as they can be explained as kinds of employment. But what is the main difference between these two important terms, recruitment and headhunting?
Both recruitment and headhunting mean the employment of candidates. However, the main difference is at the department or group, including choosing process. Headhunting requires the active participation of the company’s board of managers, together with the top management. However, human resources or in-house recruiters can handle hiring job-seekers for several available positions in the recruitment process.
These two crucial terms are separate based upon the leading recruiters or the primary department, but other aspects are distinct recruitment and headhunting. ERAI Turkey can help you, and your company distinguish these two terms and offer you all the needed skills by being a trustworthy consultant and professional umbrella company. By evaluating and visualizing the Turkish market, Erai Turkey can quickly contact many Turkish recruitment and headhunting companies.
WHAT IS HEADHUNTING
Headhunting is the employment process for one or two high-ranked positions involved and hunted by the top management or the board of directors. In basic terms, we can identify headhunting as an executive search. It is closely correlated with surveying and hiring individual people for top-level management units within the organization. Headhunting is the method for identifying exclusive or technically talented qualified applicants for top-level positions.
Furthermore, we can identify the headhunting process with a brief example. For instance, an executive person taking charge as CEO in a broad and essential company can be marked by another vital company hiring for another executive position. If the company is interested in the person working for the other company that employs them, this can be identified as headhunting.
Of course, some significant aspects need to be taken into consideration to improve the headhunting process’s quality. Suppose the companies that want to reach the optimum results in headhunting manage to fulfil these tips. In that case, there is no chance of failing or finding any potential candidate for the desired position.
TIPS FOR IMPROVED HEADHUNTING
1. DETAILED CANDIDATE RESEARCH
Detailed candidate research is one of the main components of the headhunting process in Turkey as it provides the ability to recruit both psychically and mentally qualified applicants. Such headhunting procedures will ensure that recruited specialists for the desired position will be resilient to all adversities. Companies ought to maximize the research operation to avoid future problems regarding the professional flow of work required by the burden of the mentioned positions. Should a company seek professionalism, stability and fast results, detailed candidate research is a must in headhunting.
2. PRESTIGE OF THE COMPANY
Swiftness and precision are the two most essential elements of effective headhunting. Suppose a company strive to achieve fast and efficient headhunting. In that case, only potential candidates, who are willing to take part in the company’s operations on a personal level, must be considered to be given a position. The natural state of humanity desires elevated positions to proceed regularly from their current forms. Because of this, a candidate of a lower prestige will not only be willing to take part in the company but also be more efficient and hard-working as their instinctive tendencies are fulfilled. Thus, the reputation of the companies that tended to accomplish the headhunting process should be observed accordingly to hasten the headhunting operations.
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3. AVOIDANCE OF BEING OVERLY PERSISTENT
Headhunting is not a mechanical procedure. It involves human psychology in its recruitment phase. There is potential psychological warfare between the candidate and the board management in this phase. In such action, the persistence of one side shows the other a potentially exploitable weakness. In our case, should board management be overly persistent in recruiting a potential skilled candidate, there’ll be a possibility of the candidate exploiting the recruitment contract by requesting a higher salary or seeing himself above the positions, also in several cases above the whole company. However, on the opposite side, if the management board is not persistent and instead approach more professionally, the possibility of the alteration of the recruitment contract will be lower or non-existent, and the potential recruit will be delighted should they be recruited by the company. Because of definitive reasons, persistence ought to be avoided, and professionalism is maintained.
WHAT IS RECRUITMENT
While regularly being used interchangeably and, sometimes, being used mistakenly as a replacement of headhunting, recruitment, or in brief words hiring, defines itself with different aspects and prospects apart from headhunting. We can put forward a simple definition for recruitment as that of the time-consuming process of sourcing and selecting the best candidates from the pool of potential employees to supply open roles within the organization. As a result, recruitment is directly associated with filling open positions with qualified and pertinent candidates. Thus, when the phrase “recruitment” is in use, it does not always correspond to the employment of senior management. As noted previously, the term is most commonly used to supply lower-level positions instead of upper management positions.
TIPS FOR IMPROVED RECRUITMENT
1. PROPER USAGE OF TIME
For the companies who desire to manage using time properly, especially in the recruitment process in Turkey, it is essential to arrange the taking-time of recruitment on behalf of the candidates. The more the process takes time, the more the applicants may get pressed and bored at the same time. To refrain from boring the applicants completely, the recruitment team or human resources department responsible for hiring can wrap up the operations swiftly and practice pre-interview job seeker scanning to determine if the candidate’s abilities are already following the required qualifications.
2. OPTIMIZING JOB DESCRIPTION
Finding the most suitable person for the available job position is drudging; however, maintaining the workflow and keeping the required attention and attraction stably at the same level is more burdensome. If the job description offered by the company and the expectations promoted by the recruiters don’t align with each other precisely, hired applicants, who became staff members of the company, might be a misfit and request to leave their job. To avoid those discrepancies, it will be beneficial for the companies to conduct market research and conversations, including all departments, to optimize their position description.
DIFFERENCES BETWEEN RECRUITMENT AND HEADHUNTING
Since all necessary details about headhunting and recruitment have been dealt with, it’s also essential to have the capability to separate these two terms from each other.
DIFFERENCES BETWEEN AVAILABLE POSITIONS
While recruiters or the human resources department are selecting applicants for lower-rank positions in the company, headhunting deals with setting CEOs or other crucial executive positions regarding the board management.
DIFFERENCES BETWEEN THE NUMBER OF CANDIDATES
Headhunters tend to do research and promote an offer to specific candidates, or instead, we can use the term “desired personals”. On the contrary, recruiters have to select proper applicants from a pre-arranged candidate pool because the offered occasions from the company are much more than the headhunting operation. In short, recruiters must deal with several job seekers in hiring while headhunters are willing to agree with one or two specified personals.
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