Code of conduct for hunting

What is Hunting and the Code of Conduct for Headhunting

If you’re in recruitment or have ever participated in a selection process, you’ve probably heard about hunting or headhunter. Hunting is the practice of actively searching for professionals for job vacancies, while a headhunter is the person responsible for this task.

Difference Between Headhunter and Recruiter

• Headhunter: Active search for talent through networking, contacts, and influence.

• Recruiter: Generally receives candidates who have voluntarily applied for a vacancy.

Both roles can overlap, but the headhunter has a more strategic and active search approach.

How Does Hunting Work?

Hunting involves searching for ideal candidates using tools like LinkedIn and the headhunter’s personal network. LinkedIn is an essential tool for finding profiles with specific skills.

Steps for an Effective Hunting Process

• Job Scope: Understand the vacancy thoroughly, including technical requirements, cultural fit, career plans, and salary.

• Job Market: Stay updated on the market scenario, average salaries, and benefits for professionals in the field.

Code of Conduct for Headhunters

1. Contacting Candidates:

   • The first contact should be friendly and highlight the benefits of the opportunity. This is particularly important because many candidates approached are already employed.

2. Do Not Approach Candidates from Other Client or Partner Companies:

   • Avoid contacting professionals working for companies that are clients or partners of your organization.

3. Do Not Accept Payments from Candidates:

   • Never accept money from candidates to secure a position. This is an ethical violation.

4. Work with Clients Aligned with Your Values:

   • Only work with clients whose values align with yours, as this makes it easier to “sell” the position genuinely.

5. Confidentiality:

   • All information gathered during interviews and client meetings must be kept confidential.

6. Sending Candidates to the Client:

   • After screening and interviews, send relevant information about candidates to the client, such as their experience and strengths.

7. Feedback:

   • Keep both candidates and clients informed about the progress of the process. This improves the experience and builds trust.

Conclusion

By following the headhunter’s code of conduct, you ensure an ethical, efficient, and reliable hunting process. Continuing to learn about this market and its best practices will ensure success in future recruitments.