You’ve got the strategy, I find the talent.
You need the right people in the right roles, the people who are right behind your strategy. I help you to find them. First, you need to know who you’re looking for.
I can help you to find the talents you need at every level. I use my industry connections and vast talent database to find top talent quickly. Then I’ll get them excited about joining your organization.
Whether you’re hiring one talent or many, in a single location or in locations around the world, I find the right talents at the right levels in the right industries.
The process
Valoon’s process of Professional Search is pretty much the same as in the world’s top headhunter firms. Let me introduce the process in steps.
1st step: You’ll send the job profile for me
The job profile is the road map for your recruitment. The success or failure of a hire is directly linked to the profile specification. The winning profile will cover details below:
- How to define the role and the outlook of the future
- The “nice to have” and mandatory requirements
- What is unique about the position, the company and the team?
- What is the salary range for the position?
- Where are the best candidates located today (companies, industries, location)?
- What recruitment challenges are there and how to overcome these?
- Are there any other important things we should take into account (e.g. remote work, travel dates per year, etc.)?
The job profile breaks down all the key information relating to the recruitment and is an essential tool for everyone involved in the recruitment. The job profile has the same requirements whether you are recruiting from your own network, placing a job ad or using an external headhunter. If you need assistance with the job profile, let me know.
2nd step: The project start meeting
I’ll meet with your stakeholders to discuss about the role, including its responsibilities and requirements, and the organization’s culture. Stakeholders include usually hiring manager, team members and HR. The goal is to understand what is necessary for candidate to succeed in the role and in your organization.
3rd step: Research, target list & longlist
Based on a detailed job profile, I will make the research of candidates. I will compile a target list of companies with candidates in similar roles, with similar cultures and office locations. Then I will research potential candidates in candidate database, other proprietary databases and social networks to develop a list of prospects. I will also reach out to professional associations and other groups for referrals.
My main focus is on the best talents in the marketplace, those who are not actively looking for a new job, and who need to be tracked down and individually approached. These “passive candidates” would not normally apply through a job ad, as they are already thriving where they are. They might be open for new opportunities though.
The winning research methodology is created from best-practice techniques used by the world’s top headhunting firms and is universal, achieving the same success regardless of geography, function or industry.
After the research and the target list, I will make a longlist of suitable candidates.
4th step: Candidate sourcing & screening
I will contact prospects to see whether they are qualified and interested. There is important to see whether they match the job profile. Then I will assess whether they would be willing to leave their current role.
5th step: Interviews by Valoon
I will meet with top candidates in an in-depth interviews, which may take place online or in person. The goal is to verify skills and references to the extent possible to assess potential fit.
6th step: Candidate presentation
The next step is to present a shorlist of top candidates for you. I will prepare a report that explains each candidate’s background and assesses their strengths and weaknesses against the job profile. I will also share details to help you to close the deal, such as salary requirements and motivators. You will select top candidates which you would like to meet.
7th step: Interviews by the client
Then it’s your turn to conduct conduct the in-depth, in-person interviews to narrow the list to two or three finalists. I will help you organizing the interviews.
8th step: Referencing
At this stage, I will contact the candidate’s references and confirms employment and credentials. I will also ensure confidentiality because of the sensitive nature of these conversations.
9th step: Offer stage
Near to the end of the process. Your task is to construct an attractive offer, including an enticing salary and benefits package, and make an offer to the top candidate.
10th step: Closing & feedback
Once the top candidate accepts the offer, I can assist with onboarding and transitioning. Otherwise, the engagement ends. We’ll have a feedback session after the engagement together, so that we can develop our cooperation even more.