headhunter - Russian company Internet recruitment, developing business in Russia, Ukraine, Belarus, Kazakhstan, Lithuania, Latvia and Estonia. The company's largest asset is the hh.ru website. HeadHunter also owns the Career.ru website and manages the [email protected] website.

The history of development

The company was founded in 2000. On May 23, a site called the National Job Club was launched, which later turned into HeadHunter.ru, and even later - into hh.ru.
The portal was supposed to help find professionals. The quality of applicants was ensured by delimiting access rights to resumes, which served as a guarantee of information protection. The site was made as convenient as possible for employers and job seekers. The creators made money by selling the resume database. The portal quickly gained popularity, and the number of applicants soon exceeded a million.
In 2005, the Ukrainian representative office of the company - HeadHunter Ukraine - officially began its work.
In 2006 official openings of representative offices took place in Novosibirsk, Kazan, Krasnoyarsk, Voronezh, Krasnodar, Samara, St. Petersburg, Rostov-on-Don, Yekaterinburg and Kazakhstan.
In 2007, the HeadHunter group of companies and the Digital Sky Technologies private equity fund acquired 20% of the shares of the Free-lance.ru project each.
Also in 2007, the HeadHunter group of companies acquired a 51% stake in the job site JobList.ru, owned by the Agava company, and launched the 100 WORKS project together with the Agava company.
In 2007, HeadHunter joined The Network, an international network of the largest job sites in different countries and allowing you to look for work abroad.
In 2008, HeadHunter entered the Belarusian market by launching hh.by. In 2010, on its basis, a joint project with the TUT.BY portal - RABOTA.TUT.BY was launched.
In 2011, the [email protected] project is transferred to the management of HeadHunter.

Activity

API

The best time to post a resume is from 9:00 to 13:00. It is during this period that employers most actively view resumes.
Initially, HeadHunter dealt with only one site that bore the same domain name. Since 2005, the headhunter.ru website has had a short domain name, which has now become the main one, and the entire company continues to be called HeadHunter. In everyday life, the site hh.ru is still called HeadHunter by many, which is not a mistake.

Rumors

There is a rumor that the Web of Professional Dating Webby.ru was sold by HeadHunter for $1 and a case of beer.
In 2011, HeadHunter acquired a 15% stake in ITmozg, a startup project similar in functionality.
In early 2012, there was a rumor that HeadHunter was preparing a new project for release at the end of the year. There has been no official confirmation of this rumor.

Notes

see also

Links

Categories:

• Companies alphabetically
• Companies founded in 2000
• Websites launched in 2000
• Sites alphabetically
• Runet Prize Winners

Wikimedia Foundation. 2010 .

See what "HeadHunter (company)" is in other dictionaries:

Occupation Bounty hunter a representative of the Dayak people who practices headhunting for members of hostile tribes (Southeast Asia) A bounty hunter (Eng. Bounty Hunter) a person who catches criminals and deserters for ... Wikipedia

Mail.ru Group- Russian holding, owner of such projects as Mail.ru, ICQ and Odnoklassniki.ru Holding, which owns the Internet portal Mail.ru, social network Odnoklassniki.ru, the ICQ instant messaging service and just under 40 percent of the shares of the social ... ... Encyclopedia of Newsmakers

Type Closed joint-stock company Year of foundation 2003 Location ... Wikipedia

Coordinates: 57°59′30.46″ s. sh. 56°12′13.53″ E  / 57.991794° N sh. 56.203758° E etc. ... Wikipedia

The official logo of La La Land Records La La Land Records is an American record label based in Burbank, California. La La Land Records specializes in soundtracks for films and television series. ... ... Wikipedia

Cisco Systems Inc. Type ... Wikipedia

This article should be wikified. Please format it according to the rules for formatting articles ... Wikipedia

Recent acquisitions of Alisher Usmanov- Alisher Burkhanovich Usmanov is a major Russian industrialist, billionaire. Since 2000, Alisher Usmanov has held the position CEO OOO Gazprominvestholding, a subsidiary of OAO Gazprom. Alisher Usmanov is one of the co-owners of the UK ... ... Encyclopedia of Newsmakers

Year of foundation 1991 Location ... Wikipedia

Books

• Civil service 100%. How everything works , Arkhangelsky Gleb Alekseevich , Strelkova Olga Sergeevna , About the book The first popular book in Russia about public service. A civil servant in Russia is one of the most sought-after professions. Competition for the Russian Academy of National Economy and… Category: Municipal government Publisher:

) is a specialist who is engaged in the search and enticement of highly qualified employees to the customer's company. He can find a valuable employee, convince him to leave the competitor firm and close the position.

Unlike recruiters who choose a suitable candidate from a sufficiently large number of applicants, headhunters are looking for specialists who are not interested in changing jobs, who are quite successful and make good money.

A "bounty hunter" must have systemic thinking, the ability to analyze information, and also draw the right conclusion. In addition, he needs a developed intuition, which allows him to navigate in any difficult situation. He must also have the talent of a psychologist and communication skills, be persistent, decisive and strong-willed.

A specialist with any higher education, as long as his personal qualities correspond to the specifics of the work. However, it is believed that ideally he should have a psychological education.

Headhunter career and salary

Specialists in this field are characterized by systemic thinking, quick orientation in any situations, acceptance right decisions and, of course, the possession of psychological techniques. The latter helps him to convince, to gain confidence, to influence the consciousness of the audience. Only courageous, strong-willed, assertive and tenacious people are suitable for this work.

The work of a "bounty hunter" resembles the work of a private detective, recruiter, spy. This specialist determines the circle of the most professionally valuable employees who are of interest to the customer. After that, specific people are selected, on which a kind of hunt begins.

Who is a headhunter? What does he do? This is a profession that has appeared relatively recently. A headhunter is an employee official duties which includes the search for suitable candidates that meet the requirements of the client (employer). The job involves selecting the best candidates during a job interview and discussing a number of questions related to this. This is a kind of employment agent who has a wide range of powers.

"Head hunter"

Who is a headhunter? Translated from English, this word translates as "bounty hunter." And, indeed, among the duties of a representative of this profession is the search for the most suitable specialists for certain positions. The main skill is the ability to understand people.

A professional headhunter is an excellent communicator who knows how to gain people's trust. He is persuasive, persistent and patient at the same time. A headhunter is an employee who gives the impression of an intelligent person who can handle pressure. He is a flexible, adaptable and mature personality, as well as a talented negotiator with good organizational and administrative skills.

Executive Recruiter

A headhunter is a corporation or individual that provides employment recruiting services. He is hired by firms to find individuals who meet the specific requirements of the employer. In other words, this is an executive recruiter who selects candidates based on their skill level, thereby speeding up the hiring process between the employer and the potential candidate.

Headhunter: description of the profession

• Development and implementation in practice of a targeted research strategy.
• Research of the company's customers, competitors and the market.
• Tracking and identifying potential candidates through various channels.
• Qualification assessment of candidates.
• Conducting confidential conversations, subsequent verification of the reliability of the data.
• Drawing up a short list of candidates.
• Follow-up and assistance in the adaptation process.
• Possession of specifics in a certain field of knowledge (specialized industry or position).

What to expect from the profession of a headhunter?

The work is mostly of an office nature, but at the same time, some meetings with clients and interviews with candidates can be carried out outside the office. Headhunter - for employment, who is specially hired by the organization. He can also be a freelancer. In any case, it should be a specialist who has expert knowledge in a particular area. Travel during business hours may be necessary to meet with clients. It is possible to work abroad if we are talking about the tourism industry or large companies that have foreign branches.

Responsibilities of an Executive Recruiter

• Solving personnel problems by attracting and evaluating candidates for work.
• Advising managers on staffing.
• Travel management and internship program development.
• Work with sources such as educational institutions, employment and recruitment agencies, media and Internet sites that provide information about applicants and potential candidates for certain positions.
• Studying the job description and improving the level of qualification.
• Attract job seekers by posting vacancies.
• Determining the qualifications of the applicant at the interview, analyzing the answers and checking the data.
• Organization of a job interview (if necessary, questions about travel, accommodation, meals, accompanying a group or an individual candidate).
• The headhunter carefully studies resumes and evaluates applicants in accordance with job requirements.
• Interviewing candidates for an agreed set of qualifications.

Qualities of a professional headhunter

The profession of a headhunter implies a deep understanding of recruiting processes, excellent knowledge and focus on market conditions, trends, best practices. Important qualities are business acumen, the ability to negotiate effectively, the ability to work with multiple priorities, the ability to solve problems, ambition and determination, tenacity and self-confidence. The ability to work in a team and creativity is also important.

Who is a headhunter?

How this word is translated, discussed above. Let's talk about what kind of profession a headhunter is? What does he do?

This is a specialist who acts as an intermediary between the employer and the potential employee. Usually a headhunter deals with higher-level specialists. While the average recruiter is looking for candidates who are looking for work themselves, the headhunter deals with advanced highly qualified specialists who already have many other profitable offers.

Sometimes the task of the "bounty hunter" is to lure really valuable employees to his side. What is the first thing a resume headhunter pays attention to? First of all, on the information that characterizes the applicant as a first-class specialist in a particular field. Experience in the requested specialty is also welcome.

Hypostasis of a headhunter

• A diplomat and a psychologist is someone who has the gift of persuasion and sees a person through and through.
• Seller and analyst - one who sells not only his product, but also the brand of his organization, and also analyzes the labor market and its current trends.
• A marketer and communicator is someone who is able to win the mind and heart of the right specialist through a variety of tricks, including not entirely honest ones.
• An adviser is one whose recommendation is listened to even by the management team, since it is with the successful filing of a headhunter that a high-quality staff at the highest level is formed.

A headhunter, if we are talking about a true professional in his field, must necessarily have a systems mindset, as well as the ability to analyze data and draw appropriate conclusions. Often, it is specialists in the technical sphere of knowledge who become excellent "bounty hunters", in contrast to the humanities.

However, purely technical knowledge is not enough. An important role is played by intuition, the talent of a communicator and the exceptional insight of a psychologist. In addition, the main personal qualities of a headhunter should be courage, assertiveness, and strong will. Only by owning all this military arsenal, you can go "hunting".

Handhunters are hunting exclusively for real gurus, super-specialists in a particular field, which every employer wants to get. So, how does a bounty hunter need to most effectively set traps so that they fall into a unique highly skilled professional?

The term "HeadHunting" is of English origin and is translated as a traditional method of purposeful and direct search for highly qualified specialists (head - head and hunter - hunter). This process involves "poaching" key workers from one company to another. Such specialists represent the "golden" reserve of the organization, because it is thanks to their brilliant developments and ideas that it successfully develops, gaining leadership positions. The number of truly talented specialists today is small, each of them is closely monitored and it is they who become the target of bounty hunters.

A headhunter searches for a specialist according to two predefined criteria: having data on the name and surname of the employee, or simply having information about the requirements for him. Thus, the company entices the most talented specialists, top managers, successful professionals, who from the first days of work will bring profit to the company.

Clients for headhunters are usually successful companies that occupy a leading position in the market, because services for headhunters are not at all cheap. So, what principles do they follow in their work? What should be their actions in the process of targeted search? How difficult it is to find an "expensive" candidate. Let's try to understand the technologies for selecting leading specialists and other secrets of headhunting.

Principles of activity of a headhunter

Undoubtedly, everything is important for such a business - quality, reputation, strict confidentiality, excellent knowledge of candidates, and, of course, an understanding of the customer's business.

The most important aspect of the headhunter's activity is the privacy policy, which is mandatory when working with both candidates and clients. And, of course, mutual respect.

Algorithm of actions, methods and stages of headhunting

There are two types of headhunting. The most difficult is the first option, when the customer indicates the specific name of the person he wants to see in his company. The essence of the second selection method is that the headhunter receives information about the requirements for the candidate, and then independently creates a holistic image of his “target”.

If the client has given the specific name of the required person, the headhunter prepares in the most thorough manner for the upcoming meeting with the only suitable candidate. Since he has no right to make a mistake, the expert carefully studies the person's biography and thinks over what motivation will be most effective in this situation.

Speaking of the second method, called " executive search”, which is more common - in it, for a start, based on the conversation with the customer, a description of the position is created. Moreover, close interaction between the consultant and the client gives much more chances for a successful search. It is possible that the customer has certain priorities among competing companies whose key employees he would like to get. The next step is identification, that is, the study of information about people in positions that fall under the description of the qualifications of the required employee. Further, the headhunter proceeds to a very important stage - the initial contact with the desired candidate. The outcome of the first conversation determines whether the headhunter is able to interest the candidate, and, most importantly, whether they will meet. After that - an interview and selection of 3 potential candidates that meet the requirements and wishes of the customer. Having learned all the missing details of the candidate's resume, the headhunter finds out the reputation of this employee in the market and adds his comments to the CV. It is imperative to find out the reputation even before meeting with the customer, because there are cases of refusals to meet with the candidate due to his bad reputation. Yes, and about the competence of the headhunter, in this case, questions may arise.

However, a headhunter gives a guarantee for his services that lasts 1 year, therefore, even if a new employee leaves the client organization, they must find a replacement for him absolutely free of charge

The search begins with determining the profile of the required candidate, for which the business is carefully analyzed and corporate culture of the customer company, the tasks of the position, requirements for the employee are determined, and a search strategy is developed. After that, the planned strategy is implemented: selection of potential candidates, which are discussed with the customer, conversation with them, collection of recommendations, analysis of their professional activity and an assessment of strengths and weaknesses.

After the interview, a few of the most suitable employees for a given role are presented to the customer, helping him in his choice. In the process of determining the finalist, comparative analysis all applicants.

Having agreed with the best candidate, the headhunter’s work does not end, ahead is holding a consultation that would help the new employee quickly adapt, interacting with the client and the candidate, obtaining feedback from them, as well as assistance in building effective interaction and cooperation.

A particular area of ​​headhunting that requires perfect knowledge of candidates and the current market is search for senior managers. There are several stages in the search for the necessary candidates.

In the process of work, a direct search is used - according to our own database of talented candidates and according to their recommendations. Having at its disposal the description of the position, a detailed assessment and selection of the necessary candidates is carried out. Further, we bring the wishes of the customer and the candidate in line, because this is a kind of compromise of interests, either they correspond, or the search continues further. The most suitable candidates, with whom we have already worked, are determined by a selection method from a long list presented to the employer.

Headhunter Code of Conduct

Here are a few key points that apply in the field of executive search, and in any other work with clients: always act in accordance with the interests of the client, while adhering to ethical standards on interaction with candidates and clients, respecting confidentiality; provide a quality service, informing the client about all stages of work. The consultant must be “flexible”, but able to defend his point of view in case of disagreement with the client.

The most important thing in the work of a headhunter is the 100% secrecy of the information received from the candidate and the client. This business is based on this rule. The second important rule is the untouchability of the client. The expert does not have the right to involve employees of the client company.

According to the executive search rules, the consultant does not have the right to offer a job to the candidate he was recruiting, unless the specialist himself left the client organization.

Maintaining constant contact and feedback with the candidate and the customer is another rule. The client must be aware of everything that is happening regarding the project. In most cases, this works best in a "consultant-client" relationship, but since executive search is characterized by close cooperation with clients and candidates (because their level is very high), each candidate can then become a client.

Special training for a headhunter

Of course, in order to work in the field of executive search and to competently evaluate highly qualified top-level candidates, a consultant must have the appropriate experience, knowledge and undergo the necessary training.

However, only in the process of work can you fully and completely immerse yourself in technology. Of course, no one denies the importance of specialization. Consultants often start out as generalists, gradually acquiring industrial or functional specializations that greatly increase their value as specialists. The relationship between the client and the consultant should be based on a business partnership. An expert is not only a project executor, but also a source of new non-standard solutions”

A person needs to be familiarized with the algorithm of actions, the basic principles of the headhunter, as well as the rules for conducting an interview. Everything else depends on the personality of the person. A "bounty hunter" is simply obliged to show curiosity, because without this quality it will be difficult for him to achieve success in mastering the profession of a headhunter, and also to constantly look for new non-standard ways to select candidates. Human experience is also a very important aspect. For example, Western experts are people whose age is much older than 40 years, who have rich professional and life experience. Very important for such experts is the ability to find different necessary information in sources, conduct a thorough analysis of the situation, both in specific industries and in the labor market as a whole. In general, there is an opinion that for this work there is no need for any special education.

Advantages and disadvantages of headhunting

The advantage for a client who has realized the need to attract an employee is the help of professionals from a specialized agency in the selection and search of top managers. Such an agency will help you quickly find key employees of competing companies, which would be difficult to find on your own. In such a situation, the reputation and authority of the headhunter in the market play an important role. Are there any downsides? - rather difficulties. For example, it is very difficult to choose the best from a short list of candidates, each of whom deserves respect. Conducting more face-to-face meetings with candidates will help resolve this issue.

A non-standard creative approach to work is an undoubted advantage of headhunting. In the search for a candidate, there can be no standard scenarios, because sometimes they can be found in the most unpredictable places. So, for example, there was a case where a successful candidate would be found on the beach while on vacation.

The disadvantages of headhunting are only the rather high cost of the services of a professional expert, as well as the duration of the order (sometimes it can last about a year). In addition, such activity is, first of all, work with people. And something unforeseen can always happen: either the client changes his mind about looking for an employee, or the candidate refuses the offer at the last moment. new position. In this case, the search must be started from the very beginning.

Today, with information shared by everyone on the Internet, through networks such as LinkedIn, customers have the ability to select candidates directly. Naturally, although this does not replace the work of headhunters, it significantly complicates it. The second difficulty is “access to the body”, namely: the protective shield of the secretaries of candidates of such a high level is so not penetrating that it can sometimes be very difficult to talk to him. But even in this case, headhunters have their own tricks.

A clear advantage of contacting a recruitment company is that its specialists are perfectly familiar with the candidate market, have a serious analytical resource and will quickly be able to find the necessary specialist in accordance with business development strategies and the current tasks of the customer. For the mass recruitment of company employees, the technology of direct personnel search is very expensive and time-consuming.

Increasingly, headhunters are faced with such a difficulty as a shortage of truly worthy leaders. Moreover, this applies not only to Russia, but to the whole world. That is why many companies, in order to replace a departed employee, are preparing a replacement from among the company's staff, but this is a topic for a separate discussion.

• Recruitment and selection, Assessment, Labor market, Adaptation