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Personalberatung & Executive Search Headhunter – Alles, was Sie wissen sollten

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Im Kampf gegen den Fachkräftemangel stehen wir als Personalberatung mit unseren Headhuntern bei der Suche nach passendem Personal an Ihrer Seite. Der Executive Search (auch Direktsuche, Direct Search) ist für die Personalsuche nach Fach- und Führungskräften immer noch die Geheimwaffe der Unternehmen. RecruitingFührungskräfte CoachingOutplacementInverses HeadhuntingActive SourcingDigitalisierung

Headhunter: The truth about working with HR consultants (detailed guide)

Headhunter: The truth about working with HR consultants (detailed guide)

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Would you like to work with a headhunter / hrconsultant / recruiter? Executive Search – “The Kingmakers” Supervisory Board – Board of Directors – Managing Director find..

What does a headhunter do?


“A headhunter addresses executives on behalf of a company in order to persuade them to switch to the client. For the assignment, he receives a commission on the annual target salary of the brokered manager in order to cover his costs.”

In the following, we’ve divided this detailed online guide into different parts so that you can get to the section where you need the most help.

Below you will find a breakdown of our overview and evaluation of the services:

  1. Introduction to finding / working with headhunters / recruiters
  2. What is headhunting and what does a headhunter do?
  3. Introduction to finding / working with headhunters / recruiters
  4. Definition and difference between headhunters, recruiters and recruiters
  5. Headhunter – Definition, Tasks, Compensation, Trends
  6. How do the headhunters get their customers?
  7. How are headhunters paid?
  8. Who does a headhunter work for?
  9. What does it mean when they say you’ve saved your RESUME?
  10. What are they looking for in job seekers?
  11. Basics of working with headhunters / recruiters
  12. Headhunter and HR consulting? What is this and what am I supposed to do with it?
  13. What is it and how is it defined? Headhunter
  14. Headhunter: On call job from the HR consultancy
  15. Personnel consulting and headhunters for executives
  16. Find headhunter in Wiki..
  17. Find out the salary of a headhunter.
  18. The large Headhunter Ranking Germany as an overview
  19. The cost of a headhunter
  20. What exactly does a headhunter do?
  21. Find headhunters for the search ..
  22. Headhunter in Germany, Austria and Switzerland…
  23. How do headhunters actually work?
  24. Germany’s best HR consultants in the Heradhunter Ranking
  25. How to find someone who best suits you
  26. To perform a background check for headhunters
  27. What to watch out for…
  28. Working best with headhunters
  29. Conclusion to find and work with headhunters and recruiters

You should always be open to new opportunities in finding your next career position.

Whether it’s a new network contact or a review of your resume or a return to the education system. You should constantly look for a new tool that not only makes you more effective in finding a job, but also makes you desirable as a candidae in this highly competitive labour market.

Headhunter and HR consulting market overview

Umsatz2,4 Milliarden Dollar17 Milliarden Dollar
Anzahl der Personalberatungen2.00018.000
Besetzte Positionen75.000600.000
Anzahl der beschäftigten Personalberater7.80063.000

Finding a ninth workplace for you …

And if you look from one opportunity to the next, your interest may eventually be based on the idea of getting another person to help find a new job. Someone who is more familiar with the labour market and ideally has insider access to hiring companies and managers. In short, at some point you might consider working with a headhunter to find a new job.

Of course, the questions arise, especially if you’ve never worked with a headhunter before.

So where can you find a Top Headhunter?

Headhunter Hr consultant Germany
What does a headhunter do? Tips + tricks for choosing a hrservice….

If you find a headhunter, how do you know if it’s good? And what is the probability that the headhunter is actually looking for a new job for you?

In fact, the idea of presenting personal information to a stranger in the hope that you will find a new position can be very strange and even discouraging for some people.

Headhunters in Germany, Austria and Switzerland

1. Introduction: How this guide

the search for a new job can be done by using a third party, e.g. For example, a recruiter or headhunter, has a lot of potential and is a possibility that you should definitely explore. That is, as long as you understand how these people work in the world of work and what expectations you can have.

Why then do we not start our discussion about headhunters by first explaining who exactly is a headhunter, what he or she is doing, and how a headhunter compares to the role of a recruiter.

What is the difference between a headhunter, recruiter and sourcer?

Before we talk about finding and working with a headhunter, we need to be clear about who exactly that person is and what role she plays in the wider landscape of the world of work.

2. What is headhunting and what does a headhunter do?

Headhunter Vs. Recruiters..

TOP Ten Headhunter Germany
TOP Ten Headhunter in Germany….

A distinction must also be made between a headhunter and a recruiter, two roles that are often mistaken for the same. So, wha

t is a headhunter and what do they do?

The usual definition is that a headhunter is a person who works as an independent contractor and is hired by a company to find a suitable candidate for a particular position in that company. Unlike other members of the world of work, a headhunter plays an active role in finding candidates. This means that headhunters don’t have to wait for job seekers and other potential candidates to come forward, but use networking resources such as LinkedIn, Xing, Facebook, and job fairs to contact potential candidates for the positions they represent.

Traditionally, a headhunter is only involved in the initial phase of the hiring process. That is, once a headhunter has found a candidate that is suitable for the open position of his client, a headhunter will only introduce the candidate to the personnel company and possibly plan an initial interview.

All of the following hiring steps, such as salary negotiations, second interviews, etc., do not necessarily include the headhunter. It is incredibly important to understand how a headhunter works with his client, hence the human resources company he represents. In addition, you can better understand where the headhunter’s motivation is to find a new job for you, which is also extremely important.

  • Ulf Andresen - Als Führungskraft starten.
    "Als Führungskraft starten" von Ulf Andresen Direktor Deutschland HSC Personalmanagement.
Recruitment as a service

3. Who are recruiters?

So if we now know a little more about who headhunters are and what they are doing, who are recruiters? And how do they work in comparison in the world of work?

Well, the common distinction between headhunters and recruiters is that while headhunters act as independent contractors for the company, recruiters are usually part of the company itself – more specifically, they are usually part of the company’s human resources department.

Executive Search in TOP Management

in % bezogen auf alle StellenTOP-ManagementMittleres ManagementFachkräfte

This distinction is quite important.

If one person works in the Commission, hence a headhunter, and another person in the direct salary of the company, hence the recruiter, this is a huge difference in the functioning of each person in their respective roles and also makes a difference in their order of priorities and in the type of pressure to which they are subjected. There are recruiters who are actively looking for candidates for their company. In general, recruiters are more passive in finding candidates than headhunters when they are employees of the company. However, as soon as a professional agent finds a candidate (or candidate) he wants to interview with his company, the recruiter is much more involved in the interview and hiring process than his headhunter colleagues. They are usually involved in some form from the first interview to the first working day of the applicant, if the applicant is lucky enough to be recruited.

Headhunter Hr consultant Germany
What does a headhunter do? Tips + tricks for choosing a hrservice….

4th. Who are the sourcers? How does a recruitment consultancy work?

Okay, now that you understand who recruiters and headhunters are and how they work in the hiring world, who in the world are then sourcer ?

Sourcers are persons who are commissioned exclusively by companies to locate or “procure” certain persons. As a group, sourcing companies play a much smaller role in the recruitment and headhunting world, and usually the people tasked with searching are just highly sought-after high-income executives.

5. How do headhunters get their customers in the first place?

In a meeting with a headhunter, the headhunter asks you, the job seeker, for a detailed description of things like your career, your education, your interests and much more.

Why this? Because headhunters need this information from you to see if you are suitable for any of the positions they currently represent. But if you disclose all this information from your side, it goes without saying that you want a kind of counter-movement. Of course, in return you would like to learn a little more about the headhunter. As you sit down with a headhunter for the first time, general questions about the headhunting business may be circling in your head.

Questions such as, how does a headhunter work to establish a working relationship with his client list? Or how do most headhunters end up in the headhunting area first? And how do I know if the headhunter I meet really has a working relationship with the customers he or she wants to get to know me?

These are all very good questions, and if you know the answers to some or all of the questions, you’re sure to gain more confidence if you consider using a third party to find a new position.

So why don’t we see if we can get answers?

First of all, you should know the following: Headhunters are not groups of professionals with identical educational histories and identical methods by which they build their customer relationships. As a professional group, they are incredibly diverse in terms of their personal and professional background.
One reason why the profession of headhunter has such a different background among its members is that there is no traditional headhunting school. Similarly, there are no headhunting certificates that headhunters can earn, and there are no headhunting commercial schools. Instead of learning the profession through an academic degree at a university or college, headhunters acquire the skills, experience, and customer contacts needed to become headhunters by working exclusively in the actual headhunting profession.

But how do they get into the business first?

Well, it turns out that also varies. For example, many headhunters start their careers as human resources professionals and then build their own headhunting business after acquiring the necessary skills and customer contacts. Other headhunters start at headhunters in entry-level positions and gradually work their way up. Still others enter the business by simply knowing enough customer contacts to open the sto

re. So the way headhunters enter the headhunting profession is quite different. However, this should not deviate from a basic rule of the headhunting business – that the reputation of a headhunter in the world of work, and in particular his reputation and relationship with his customers, have a dramatic impact on the ability to put you in a new position. Like most things in life, there are good people and there are people whose moral compass and motivation are a bit more suspicious.

The same applies to headhunters.

There are good headhunters and there are headhunters who are less trustworthy and who do not consider your interests as job seekers.

So what suits a headhunter in the latter group?

Well, this is a topic that will be discussed in more detail in a later section of the article, but in part it has to do with the quality of the headhunter’s relationship with his customers. It is important to know that there are some headhunters and independent recruiters who do almost everything to get a candidate into a company and earn that commission, even if that means dishonest yer sedentative ness or poor judgment. These are headhunters who may pass on your resume to customers they are not related to. These are headhunters who certainly have a bad reputation not only in the headhunting world, but also in their chosen representation industry.

And you have to find and avoid this kind of headhunters as a job seeker. Because their bad reputation distorts your reputation as a jobseeker.

  • Jobbörse kostenlos für Arbeitgeber
    Jobbörse kostenlos für Arbeitgeber

6. How are headhunters paid and for whom do they work?

First of all, we want to clarify this potential misunderstanding immediately: ” Headhunters do not work for you, the job seekers. You are in no way career counsellors, shape or shape them, and your desire and desire to find a new position is not at the top of their list. This may sound harsh and it can drain messages. But without question, it’s important that you, as a jobseeker, know who is starting to think about working with a headhunter.

Headhunter Hr consultant Munich
Overview of the most important headhunters for Munich….

7. So who do the headhunters work for?

Simply put, headhunters don’t work for anyone but their customers. As explained above, this is the company that wants to fill one or more of its positions.

The agreement between the headhunter and the consulting company looks something like this: The company hires a headhunter to find a suitable candidate for their open position (or positions), and in a traditional agreement between the headhunter and the consulting company only the headhunter is paid if the headhunter finds a suitable candidate for that company and successfully mediates.

As a jobseeker, it is in your interest to understand this agreement and its implications. It sounds stubborn and insensitive, but you have to understand that you, as a job seeker and potential placement candidate, are a commodity in the eyes of the headhunter. If the headhunter thinks you are a possible match with the customer he represents, you are the focus of his attention as he tries to prepare you for the interview with his client. And you remain a focus of their attention as long as he sees you as a suitable candidate for at least one of the clients they represent.

Need help finding a recruiter? Here are some suggestions to help you find and work with a recruiter and headhunter that suits you.

If, on the other hand, the headhunter does not consider you to be one of its customers, you are no longer a viable means by which he can earn a commission. As hard as it may sound, you get off the headhunter’s radar very quickly, and the likelihood of hearing from them again is very low.

Yes, it’s hard, but as they say, that’s the nature of the animal and that’s the nature of the headhunting world. But after hearing all this, you may still be wondering about one thing: the euro amount. How much do recruiters earn per internship?

Are recruiters paid per interview? Not really. Recruiters are only paid if placement is successful. The amount paid depends on the headhunter and the hiring company and the type of agreement they have with each other.

There are, for example, so-called recruiters who fill highly specialised top positions and receive a flat-rate remuneration for attracting a certain number of qualified candidates. There are also headhunters and recruiters who enter into short-term contracts with their customers and are paid for by a separate model.

How much do recruiters earn? What is a typical salary for headhunters?

How much a recruiter earns per traineeship depends on the successful placement of an applicant to the recruiting company. The industry average in this agreement is that these headhunters are paid between 20% and 28% of the candidate’s total first annual salary.

In some cases, however, headhunters can be paid much higher. For example, if the headhunter finds a person occupying a very specific niche position, a commission of up to 50% of the candidate’s first annual salary is typical.

… The industry average in this agreement is that headhunters are paid between 120% and 28% of the applicant’s total first annual salary.

Suppose a headhunter successfully finds a candidate and communicates it to one of its customers. What happens if it turns out that the candidate does not successfully match the company in charge? So being a headhunter can be quite lucrative, and that’s certainly one of the reasons they can be aggressive in finding candidates.

What happens if the candidate leaves the company that the headhunter has made available to him within a week or a month? Will the headhunter still receive the fee?

That’s a good question.

As a rule, there are agreements between the headhunter and the company they represent that protect the company from these not-too-unusual scenarios. For example, the Company may instruct that the placed candidate must be with his staff for at least 3 to 6 months before the headhunter can receive his earned commission.

Headhunter Hr Consultant Stuttgart
Overview of the most important headhunters for Stuttgart….

8. If headhunters say they keep your resume, what does that mean?

You now have a better understanding of how competitive and even unsympathetic the world of headhunting can be. With this understanding, hopefully you now know that headhunters operate in a highly competitive market and are paid only on a commission basis. Their focus will always be on the candidates they can make money. But headhunters are human and most of them know the stakes involved in working with their candidates.

So if the headhunter no longer sees you as fit for one of the companies he represents – whether it’s because you’ve done an interview with one of his companies and it didn’t work out or for some other reason – many headhunters will do it say that they represent you and your resume for future positions or future clients they represent , keep an eye on it.

But what exactly does that mean? And are their words true?

Unfortunately, in most cases, the answer to this last question is no. If you’re not very closely related to the headhunter, the promise to keep an eye on future positions is really just a technique that mitigates the blow. Here are some some sobering stats that give you an insight into what’s going on behind the scenes when you’re working with a headhunter: If you want to fill a position in a company, a headhunter usually considers 10 applicants.

Of these 10 candidates, the headhunter selects 3 to actually send them to an interview with the hire company. Of course, of these 3, only 1 candidate is selected for the job in most scenarios. Since headhunters typically send more than one candidate to an open position for an interview, your average chance of being hired to that position is only 25% to 33%. These are real statistics that you, as a jobseeker, need to consider to meet your expectations. As you can see, headhunters have many applicants they can’t help. In addition, it is part of their task to constantly meet new candidates.

For this reason, the headhunter can keep your resume in his directory list.

However, there is a very slim chance of them returning at a later date and searching this contact list, or the likelihood that they will remember your CV in the hundreds of CVs and jobseekers they encounter.

  • Personal Ansprechpartner für Personalberatung Deutschland
    Personal Ansprechpartner für Personalberatung Deutschland

9. What are headhunters looking for job seekers?

As mentioned earlier, headhunters meet weekly and even daily and are approached by many potential candidates. Most of these candidates are not represented by the headhunters because they do not have the time they need, or because the candidates do not have the skills that correspond to the positions that the headhunters are currently looking for. All in all, it’s usually not that easy to call a headhunter or send him an email asking if he can give you a job.

How can you attract the attention of a headhunter? How do you make them not only willing, but eager to represent you? And what profiles and skills are headhunters looking for in general?

Let us now try to answer some of these very critical questions. But before we do this, we need to look a little more closely at how headhunters and their organisation as a professional group works. Here’s something to know: How many professions today, headhunters operate in a very specific way. This means that it is a very industry-specific group of people.

Headhunter Hr Consultant Frankfurt
Heradhunter and HR consulting for Frankfurt am Main….

There are IT headhunters. there are lawyers’ bosses; There are headhunters of the entertainment industry. And all these headhunters represent only jobs in their respective industries, and of course all these headhunters are only open to meeting candidates with skills and experience in those industries. In fact, some headhunters are defined in their presentation to be limited to representing subsets within a particular industry. For example, some IT headhunters limit themselves to just . NET programmer jobs or only JAVA development jobs.

You need to be instructed what kind of new job you are looking for, and if you are able to meet with a headhunter, you need to tell him or her that direction.

What does this mean for you as a jobseeker?

This means that it is crucial for you to clarify your “history” when trying to attract the attention of a headhunter. More in a nutshell: You can’t approach a headhunter with the “I’m open to any kind of job” attitude. You must be informed which new job you are looking for, and if you can meet with a headhunter, you must provide him with this instruction.

The message of your direction starts with your CV. In fact, it is very likely that your RESUME is the first to attract the attention of a headhunter. As we’ll see later in this article, headhunters are doing much of their headhunting activities by browsing resumes posted online by companies such as Twitter, BranchOut, and most importantly, LinkedIn. This means that your resume may be the first thing the headhunter sees about you. And its quality may be the only factor the headhunter draws on to decide whether it’s worth working with you.

Therefore, it is extremely important that your CV communicates focus and direction. In addition, it is incredibly important that your CV is focused on a specific industry, both in terms of your previous professional experience and what you are looking for in your next career step.

An industry-specific orientation and focus as a job seeker is therefore the best prerequisite to attract the attention of a headhunter.

But what else are headhunters looking for?

Earlier this year, Business Insider asked the country’s most powerful headhunters and recruiters. And many of these headhunters responded with a common response. The answer was: it wasn’t the conspicuous candidates with sophisticated means to attract the attention of the headhunter, the most successful candidates. Rather, it was the candidates who were able to pin down the “fundamentals” that most convinced the headhunters, and the candidates who were most often introduced by the headhunters to the hiring companies.

Good to know.

But what exactly are these “basics”?

Now, as we will see, the “basics” have a lot in common with the basics of good interviewing skills, something that jobseekers should already have one or two knowledge about.

  • Beratungsgespräch Personalberatung
    Beratungsgespräch Personalberatung

Headhunter Basics and Application

10. Basics of working with a headhunter or recruiter

Below is a brief description of these highly esteemed “basics” described by the headhunters in the Business Insider article. Remember – as a job seeker considering arranging a meeting with a headhunter, these are not only suggestions, but also the basis for working with a headhunter or recruiter:

10.1. Treat your meeting professionally with the headhunter

Just don’t make the mistake so many other candidates have made in the past when they met with a headhunter.

What is this mistake?

It is the mistake to treat your meeting with the headhunter too casually. Here’s the thing – just because you meet with a headhunter as opposed to the actual head of staff, that doesn’t mean that this meeting is in any way less important. So treat it like any other interview. Dress accordingly; appear well maintained; and come to the meeting with a smile, a sympathetic attitude and a firm handshake. Even if you’re sitting with the headhunter over coffee in a Starbucks neighborhood, treat it with the meaning it deserves. Imagine it like this – in a conversation with the headhunter, he or she wants to see if you are able to get acquainting with his or her client in terms of appearance and qualifications. Make a bad first impression, and even if your skills and experience fit your position well, this headhunter may not want to risk introducing you to your customer. That is, not a first interview.

Which means no job.
10.2. Prepare to articulate your “history” thoughtfully and organizedly

Following the above point and following the orientation and guidance of a jobseeker, it is important that you appear successfully at your meeting with the headhunter who is willing to tell your “story” thoughtfully and organizedly.

Like most relationships, working with a headhunter is a one-way street.
The traditional procedure is to call the headhunter. The latter first checks on the phone whether you have any possibility for an open conversation. In order for them to effectively represent you and know if you are truly up to the positions for which they have been hired, headhunters need to gain a real understanding of your experience and skills in the industry you

choose. To really connect with the headhunter, you should be willing to provide a thorough summary of your work experience and qualifications in a sympathetic way. Good contact with the headhunter is especially important for managers. Often a good headhunter accompanies the candidate throughout his professional life and thus allows alternative possibilities again and again. This can be within the company, in that the manager wants to develop or also by means o

f external offers. There you will find corresponding definitions on the specialist literature but no personnel consultations or Headhunter.

Bio + Chemical IndustryBiotechnology, Chemistry Industry, Pharmaceuticals
ItDigitization, Mint Technology, Telecommunications
FinanceBanking, Insurance, Finance, Financial Services
Health ServiceHealthcare, Medical Technology, Care, Medicine
EnergyRenewable energy, energy supply, energy industry
EngineeringMechanical engineering, engineering, plant engineering
AutomotiveAutomotive, automotive supplier, automotive industry
Electronics IndustryElectrical appliances, electrical engineering
Logistic/RetailTransport, Logistics, Trade, Clothing Textile
10.3. Contact the headhunter and work to build a relationship with them

For all the candidates who meet headhunters regularly, the appearance of a candidate who not only cares about his own career, but also about establishing a real relationship with the headhunter is striking. However, as a preview, you can use background information about the headhunter to demonstrate that you are committed and concerned about the quality of your re

lationship with the headhunter. When you sit down with your headhunter or recruiter, you should not only be prepared to articulate your story, but it’s also hugely helpful if you can bring some knowledge about the headhunter’s background. If you can find out information such as the headhunter’s work experience, what the customer list is like and how long he or she was at work before your meeting, and share that knowledge in some form during the meeting, it will go a long way to show that you are looking for a real relationship with the headhunter. Also think of the long-term aspect of finding a new career opportunity.

Customers can be very moody and sometimes the positions that the headhunter wanted to put you in a row fall away.

Be patient with the headhunter and remember that linking a candidate to a job advertisement usually doesn’t happen overnight. After your first meeting with your headhunter, make sure you check in with him or her regularly. If the headhunter says they want to connect you to a specific company, make sure you check in about this option.

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11. How do I find a headhunter that suits me best?

Okay, now you have a better understanding of how to prepare and act when you meet with a headhunter. However, knowing how to behave with a headhunter in a meeting requires that you know how to find a headhunter.

For example, for the IT industry:

Do the HR consultants themselves come from the IT industry? It is important for the placement of executives that the HR consultant speaks the “language” of the candidates. Therefore, the HR consultant from the IT or information technology (also STEM) area. We have compiled an interesting comparison to the topic “Customer Satisfaction” in the Headhunter Ranking. The kununu evaluation platform was used to assess the customer satisfaction of the employees and the candidates and Compare applicants. And there is no doubt about that – finding a suitable headhunter is an ability in itself. But console yourself – there are resources and measures to help you improve your chances.

Why are we not going to look at some of them now?

First, some good news: If you’re one of the candidates who are currently working, and even better if you’re online with an account and a resume on a website like LinkedIn, there’s a good chance you’re already on the radar of a headhunter. And if you happen to be one of these candidates and are randomly contacted by a headhunter, you undoubtedly have a much more advantageous position than those who need to attract the attention of a headhunter. But even if you’re not one of those candidates, and even if you’re not working, there are resources you can point to and steps you can take to find a headhunter that’s right for you. But let’s first return to the first quality of jobseekers that headhunters are constantly looking for – that is, we focus on a particular industry and direction. It turns out that concentration and orientation as a job seeker not only improve your first impression of the headhunter exponentially, but also represent a first step in the search for a headhunter. As you will remember, headhunters are divided by industry as a professional group. For this reason, you can narrow the search for a headhunter based on the headhunters who are active in the industry you select.

Headhunter and HR consultancy Market overview of the industries and their change

Veränderung in Prozent
Gesundheitswesen+ 72
eCommerce+ 63
Internet/Software/Home-Office+ 51
Medien / Streamingdienste+ 44
Schiffbau- 33
Freizeit und Tourismus- 62
Luft- und Raumfahrt- 73
Automotive- 74
Maschinenbau- 68

Headhunter resources to help you find one to work with

Where are you going to find these headhunters? Are there publicly offered directories? And if so, where can these directories be found? Are there publicly offered directories? And if so, where can these directories be found? Are they also worth the money for paid databases?

Well, you’ll be glad to know that there are many publicly published directories of headhunters and recruiters that you can easily access, sometimes for free, other times for a fee. It is in your interest to perform a Google search to see if there are headhunter directories specific to your industry.

12. Why do you want to research recruiters and headhunters before connecting?

If you’ve found a headhunter that suits your industry and skills, then this is a great job. But now a second, equally important step must be taken, namely to research as much information as possible about this headhunter before contacting him.

2 reasons to search for headhunters before you work with them

First, your time and energy as a jobseeker are precious, and some background research on the headhunter before you turn to him could help you preserve these two important assets. After a short search, you may find that it is not in your interest to meet with this headhunter. You may find that the headhunter has too little experience or is focused on a different industry than you originally thought.

To be clear, trying to arrange a meeting with a headhunter can take time and energy, and even be a temporary distraction from your primary job search. Therefore, all the energy and time you would have spent trying to arrange a meeting with the headhunter would be saved with a little research from the beginning. However, there are two other reasons why research is helpful to you: First, as we’ll explain later in this article, there are nasty headhunters who don’t have your best interest. And if you refresh a headhunter before you contact the, you can see these bad headhunters before it’s too late.

Executive Search Headhunter
Where to find your headhunter for Germany ?….

Second, if you know a little about the headhunter – about his or her background, his or her professional interests, even about some of the clients he or she has represented in the past – you can get a meeting with that headhunter. Finally, all this background information helps you connect more closely to the headhunter when you sit down with him or her in a meeting. So research is quite important. And thanks to the online resources, it is now quite easy to conduct a quick investigation of the headhunter. If you have discovered your headhunter of interest through an industry link, e.g. For example, a colleague, enter the name of the headhunter on Google and search the search results.

Are there potential red flags?

Note this. And if for some reason nothing comes out of Google search, it can be a red flag in itself. After all, all headhunters should have a kind of online presence.

But what if you discovered the headhunter online through a resource like Glassdoor or LinkedIn?

Many of these sites provide not only directories of headhunters, but also background information about the professional life of these headhunters. Again, we’d like to focus on LinkedIn and give you some important tips on how to check a headhunter on this site, as it is important for the working world of over 95% of all headhunters and recruiters across the country. As mentioned earlier, LinkedIn is an incredibly powerful resource and deserves a comprehensive investigation by all jobseekers. However, if you’re looking for a headhunter and expect to find their profile on LinkedIn, first read the public recommendations. Recommendations on a headhunter’s LinkedIn profile are essentially public notes of his service and expertise level. If the headhunter has multiple public recommendations from customers, this is a good sign that the headhunter appreciates lasting relationships and is worth the effort to get in touch with them and meet them. Next, check out the headhunter’s LinkedIn network. If your network includes a solid number of HR managers, executives, and directors, this is a sign that people are willing to contact that manager. This in turn speaks positively for the reputation and care of the headhunter. Finally, check which type of LinkedIn industry groups belong to the headhunter. Membership in industry associations on LinkedIn is a testament to how closely they are connected to the industry’s leading companies. If you see a headhunter that doesn’t belong to a LinkedIn group, this is certainly not the best sign and can even be considered a red flag. However, if you think you are a member of one or more groups, check to find out which groups they are. Also, check how often the headhunter communicates in these groups and what their communication looks like. This is a great way to get a feel for the personality of the headhunter before you get in touch with them and try to arrange a meeting with them.

Executive Search Headhunter
Where to find your headhunter for Germany ?….

13. I found a headhunter – is there anything I should be careful about?

First of all, there is a very important point that has not yet been raised – regardless of whether the headhunter you meet is a good or an incompetent one. If you are represented by a headhunter, you are a more expensive candidate in the eyes of whatever company the headhunter introduces to you. A common figure is that in the eyes of a landlord you will be 25% more expensive if you are represented by a headhunter or independent recruiter. … Whether the headhunter you meet is a good one or an incompetent one, the representation of a headhunter in the eyes of everyone the headhunter introduces you to makes you a more expensive candidate. As mentioned earlier, the company must pay the commission to the headhunter on the basis of the traditional agreement to hire headhunters if the company representing the headhunter hires you. So you are a more expensive candidate than a candidate who is not represented by a headhunter. Unfortunately, this can hurt you in a number of ways: first, it can affect your chances of getting a job. Second, it can affect your chances of negotiating a higher salary when you get the job. But, as they say, this is the nature of the animal and to get your expectations under control, it is in your best interest to take this fact into account when you work with a headhunter and conduct interviews with companies that he or she conducts introduces you. Here’s the thing – even if you do a due diligence and investigate before meeting the headhunter, the investigation can only tell you so much. Make no munwrong – there are headhunters who are dishonest and have a bad reputation in the world of work.

And that’s bad news for you when you get in touch with one of these bad eggs. Because, as mentioned earlier, their bad reputation quickly turns to your reputation as a jobseeker. But be happy, because there are some pretty easy-to-distinguishable signs that can help you see whether the headhunter you’re connected to is a trustworthy, good or bad egg. Let’s take a look at the big red flags.

  • The headhunter asks you for a fee to connect you with his customer.

** As has been mentioned several times, in most agreements between the headhunter and the hire company, the headhunter is only paid if he has successfully filled a position with a candidate. In this agreement, the only party that should pay the headhunter or pay the headhunter is the rental company. This is a real and almost universal rule of the headhunting world. Therefore, any headhunter who asks you, the jobseeker, to pay a representation fee should be viewed with suspicion and the decision to represent you should be immediately questioned.

  • The headhunter indicates in some way that he or she has never placed a candidate with the client he or she represents.

** If a headhunter contacts you about a specific position, the first question you should ask him is, “How many people have you contacted this employer in the last 12 months?” If the headhunter fumbles for words or says this is the first time he has placed a candidate with the employer, this is not a good sign and you really want to consider whether it’s worth working with that headhunter. There are headhunters who make so-called “candidate flashes”. This means that they collect CVs from a large number of applicants and then send them to numerous recruitment companies, including companies that do not know the headhunters or with whom they do not have business relations. This is a desperate approach by a desperate headhunter that has a number of adverse effects: firstly, it annoys hiring firms; secondly, it further harms the already bad reputation of the headhunter in the world of work; and thirdly, if your resume is included in this series of candidate flashes, your candidacy for this position in the recruitment company will be essentially eliminated and possibly even your candidacy as a candidate throughout the company will be eliminated. Here’s the thing – if the company decides to hire you even if they spot you and hire you outside of your relationship with the headhunter because you were included in this candidate flash, the company may still have to pay the headhunter a search fee face chaotic litigation. Obviously, companies want to stay away from any litigation, so they will stay away from you.

Ideally, you want a headhunter who has a close relationship with the HR manager of the HR company. Better still, you want the headhunter to know and work with the managers and the human resources company for a number of years. When you meet with a headhunter, you are not afraid to ask him or her detailed questions about their relationship with the customer or the customer he or she represents.

Executive Search Headhunter
Where to find your headhunter for Germany?..
  • The headhunter asks you to sign an “exclusive representation form”.

** If you sign an “Exclusive Representation Form”, it means that you will give up your right to work with a headhunter other than the current one. Do not sign such a form. And if the headhunter you encounter requires this, consider this as another red flag and think again about whether that person should represent you.

As mentioned earlier, you have the right to work with more than one headhunter at the same time worldwide. All headhunters working in the search engine business should know and understand this. Therefore, there is no reason for you to sign an exclusive representation document, and definitely no reason why you should be threatened.

If you decide to work with more than one headhunter at the same time, you should add as a point that working with more than two headhunters can be a sign of desperation two headhunters; Second, transparency in your relationship with the headhunter always ensures a better outcome. It is therefore in your interest to inform each headhunter that you are working with more than one search team.

14th. Tips for working with a headhunter most effectively

If you’ve never worked with a headhunter, working with a headhunter in finding a new career position may be different than any other professional relationship you’ve had. Your ultimate goal as a job seeker is to put yourself in the best possible position to find a new job. But here’s the kicker: If you know that a headhunter might achieve that goal for you, you may be prompted to take certain actions or make decisions that could ultimately adversely affect your burgeoning relationship with the headhunter. For example, you might be tempted to improve your pay history or withhold certain information about your employment history.

But, as we will see, actions of this kind will do nothing but complicate the headhunter’s chance to place you with a company and ultimately jeopardize your relationship with the headhunter.

So, what are some of these actions that are a definitive no-no when you’re working with a headhunter? Well, here are the Biggies.

  • withhold information about yourself as a jobseeker.

** Transparency is the name of the game when you work with headhunters or recruiters. Why? Because headhunters must be at the heart of the relationship between headhunter and applicant, whether or not you are well suited to one of the positions they represent. Once they know that depending on the headhunter, they need to know how to market them to the rental company. Both steps require your information as an applicant. So when you meet with a headhunter and build a relationship with them, headhunters want to get detailed information about your career, industry strengths and knowledge, as well as a detailed idea of what you’re looking for in your company, including information points. You need this information and you don’t need a misinterpretation of that information. This is of no use, and if you are hired as a result of working with the headhunter, there may be serious future complications if you withhold important information points or tell a variation of the truth.

So be as transparent as possible when working with a headhunter.

  • A headhunter you work with “running around”.

** What does “walking around” of a headhunter mean? It is a term that describes the following scenario: a headhunter alerts a jobseeker to an open position in a company, and instead of waiting to be introduced to the company by the headhunter, the jobseeker contacts the company directly. This is a big no-no in the headhunting world. After all, not only is it highly unethical to walk around with your headhunter, but it will also seriously damage the trust the headhunter has in you and possibly end your relationship with him or her.

Another basic rule of the headhunting world: When a headhunter informs you about an open position in a company, you have to wait and see if your headhunter introduces you to that company. If the headhunter decides against it, there’s probably a good reason, and unfortunately you can only swallow the bitter pill and wait for another opportunity to come.

  • Be vague or downright dishonest about your salary history and expectations.

** We all want to earn a higher salary. That is a given one. Therefore, if you start working with a third party like a headhunter, there may be a temptation to artificially inflate your salary history to have a better chance of getting higher pay on your next job. But don’t do that. It is not only dishonest; However, if you are hired by the company that the headhunter presented to you, this may lead to complications or, worse still, your termination at a later date.

  • Harass your headhunter.

** In this article, we mentioned the importance of staying in touch with your headhunter during job search. Stay in touch with your headhunter, say once a week by email or phone call to remind him of your availability. But if you harass the headhunter by calling him or sending him an email, you will be poorly seen. Above all, it will make you seem desperate, which you definitely don’t want as a job seeker. And if you bother the headhunter enough, he may decide to end his relationship with you.

Keep the frequency with which you contact your headhunter at an appropriate level.

  • I expect the headhunter to do everything and save the day.

** One of the most important things that we hope this article will point out is that your jobseeker’s expectations must be properly taken into account when you start work with a headhunter. The above percentage is repetitive: the probability of finding a job through a third party such as a headhunter or recruiter is between 25% and 33%. This means that the numbers are not stacked in your favor. This means that you cannot give in to the temptation to feel safe and secure by a headhunter, or if you are now represented, you will undoubtedly find this perfect, well-paid career position by the headhunter.

15th. Conclusion to find and work with headhunters and recruiters

The most important basic rule of all is that you have to keep in mind the following: Even if you are represented by a headhunter, you must still be vigilant in your job search and continue your search in the same way as before independently you have won the representation.

The last point mentioned is a little sobering, but a good point to end this series. When you investigate and connect with members of the third-party search world, it’s critical to your well-being and confidence as a job seeker to remember that headhunters don’t have a magic key to automatically get you the perfect new job. Yes, you may have industry contacts that you might not otherwise be able to contact. However, working with a headhunter is no guarantee that they will give you a new job. So don’t go to the sidelines when you appear with a headhunter.

Be as proactive as possible in your job search. Connect to other network contacts, meet with HR managers on your own. If you don’t have a full LinkedIn profile yet, you need to hurry up, sign in to LinkedIn and create a full profile with a professional, clear profile Photo .

16. Headhunter Germany Overview

Who are the best headhunters in Germany, Austria and Switzerland? We have compiled an overview of the best. The basis is the evaluation of customer satisfaction. Depending on the region, there are different results. For the evaluation we also looked at the regions of Munich, Stuttgart and Frankfurt am Main.

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