Head Hunt/HR -Manager (Corporate/Healthcare/Hotels)

Role & responsibilities

A HR with Head Hunting Manager is responsible for identifying, attracting, and recruiting top-level talent for an organization, especially for Managerial, junior level and blue collar positions.

This role requires strong networking skills, industry knowledge, and the ability to work closely with hiring managers and leadership teams to ensure the right fit for strategic positions.

Head hunting typically focuses on passive candidates those not actively seeking new opportunitiesmaking the role more proactive and relationship-driven compared to traditional recruitment.

Core Responsibilities:

1. Talent Identification:

Use various methods to identify and source high-potential candidates for critical roles.

Utilize networks, industry events, professional associations, social media to find qualified candidates.

Build and maintain a pipeline of potential candidates for future openings.

2. Candidate Engagement:

Approach and engage passive candidates who are not actively looking for new roles.

Develop and maintain long-term relationships with key industry professionals and talent.

Present opportunities in a compelling way, emphasizing career development, company vision, and culture fit.

3. Collaboration with Leadership:

Work closely with senior management and department heads to understand their talent needs and the skills required for key roles.

Provide insights and recommendations to leadership on hiring strategies and market conditions.

Guide leaders through the selection process, helping them understand candidate strengths and weaknesses.

4. Market Research/ Benchmarking and Intelligence:

Conduct market research to stay informed on industry trends, competitor activities, and talent movement.

Understand compensation benchmarks, industry standards, and the competitive landscape for talent acquisition.

5. Screening and Interviewing:

Pre-screen candidates to assess qualifications, leadership potential, and cultural fit.

Conduct in-depth interviews to evaluate candidates' experience, skills, and career goals.

Use assessment tools and techniques to measure competencies, leadership capabilities, and other key attributes.

6. Negotiation and Offer Management:

Negotiate offers, ensuring alignment between the candidate’s expectations and the organization's compensation package.

Manage the entire recruitment process from the first contact through offer acceptance and onboarding.

Provide advice to candidates and leadership on salary, benefits, and other components of the offer package.

7. Employer Branding:

Help promote the company as an employer of choice, especially for senior professionals and executives.

Ensure the company's values, culture, and mission are clearly communicated to prospective candidates.

Represent the company at industry events, conferences, and other networking opportunities to raise the company’s profile.

8. Retention Strategy:

Work with HR and leadership to ensure that high-level recruits are successfully integrated into the organization.

Monitor the performance and satisfaction of newly placed candidates to reduce turnover.

Provide feedback to leadership on ways to improve retention and employee engagement, especially at the executive level.

Skills Required:

Networking: Strong ability to build and maintain professional relationships within the industry.

Industry Knowledge: Deep understanding of the specific industry you are recruiting for, including key players, talent pools, and trends.

Sales and Negotiation: Ability to "sell" the opportunity and negotiate offers that satisfy both the candidate and the company.

Communication: Excellent interpersonal and communication skills, especially when dealing with high-level professionals.

Strategic Thinking: Ability to align talent acquisition strategies with the company’s long-term goals.

Interviewing Skills: Expertise in assessing senior candidates’ leadership qualities, technical skills, and cultural fit.

Discretion and Confidentiality: High level of discretion, especially when recruiting for sensitive or high-level positions.

Challenges:

Sourcing Passive Candidates: One of the key challenges is engaging candidates who are not actively looking for new roles.

Competitive Market: Finding top talent, especially in high-demand industries, can be difficult due to competition.

Cultural Fit: Ensuring that a candidate is not only qualified but also a good cultural fit can be a delicate process, especially for executive roles.

Long Recruitment Cycles: The head hunting process can take longer than traditional recruiting due to the seniority of the roles and the passive nature of candidates.