How does headhunting Indonesia function

In contrast to traditional recruitment process by HRs involving candidate search, headhunting is a much simpler and more efficient choice that your organization can make to hire your next executives. Headhunting Indonesia involves finds the most apt and experienced professional for a specific opening in your company.

Head hunting Indonesia is extremely thorough and picks the best candidates for your needs, who may even be working with your competitors, and convinces them to participate in the active recruitment process.

Benefits of headhunting

Head hunting is more targeted in its approach, Candidates are selected carefully against the requirements of your organization, and head hunters are well equipped to find the perfect fit for your business environment. You need not waste business hours looking through CVs of all potential applicants.

Headhunters also look for candidates who may not be actively looking for a job, so as to find the perfect match for your job description. Headhunters are the best solution to fill senior level executive positions in any company.

How do headhunters operate?

Headhunters will have experience in conducting market study and research, and will have a database of potential candidates from which to choose from. They also use services like LinkedIn to keep a tab on the industry, and are quick to notice changes. They make accurate and specific market research to find the best candidates.

Advantages of using headhunters

Headhunters have a large network of professionals and candidates from which they can identify the best match for your requirements. They will be the best qualified in terms of experience and skill.

Headhunters also personalize their engagement with potential candidates, tailoring the approach they take with each potential hire, which increases the rate of response and which also makes them appreciate your offer better.

Compared to traditional organization based recruitments, head hunting moves faster and is more proactive, and as they are only paid on a successful placement, they are additionally incentivized to find the right talent for your business.

Considering how the market operates, head hunters will have different operations that cater to organizations of all sizes, so that you are presented with the best candidates in Indonesia who will stick be beneficial to your business and growth.

Comprehensive Steps of Executive Search Firms in Indonesia

While each different executive search firms will have their own methods and perspective in managing conducting a deep market analysis, screening of possible candidates and management of relations with clients, they also stick to a high standard, and will follow a common outline for the executive search process.

1.      Initial client meeting

Executive search firms in Indonesia meets their clients to formulate the requirements, timelines, organizational strategy and mission, and to get an idea of the corporate culture of the client.

2.      Deeper client analysis

A thorough analysis of the client will be conducted by the firm to identify opportunities for the new executive, and to define a candidate profile that fits into the requirements of the clients.

3.      Analysis of market and creation of candidate specification

After this, executive search company Indonesia will finalize a deep market analysis and make an executive job profile. The analysis will cover the environment and influence the type of executive the firm will look for.

Executive search Indonesia in volves a team of highly skilled researchers and results in a document that will be a reference throughout the entire search process – the candidate specification. The job description will include detailed information about the role, responsibilities, the hiring client, key opportunities presented by the executive job, and outline career and educational qualifications.

4.      Search strategy

A deeper analysis of the market which involves outlining key companies they may wish to research for talent, and documenting avenues that will be used to gain access to the top talent. Executive search company Indonesia may use research tools like BlueSteps and their own databases, past market analysis, alternative internet sources such as LinkedIn, and their own network and contacts.

5.      Name generation and candidate identification

In executive search Indonesia, the process of name generation or talent mapping - creating an industry wide map of talent and long-list of potential candidates is conducted to gain a list of high potential executives.Executive search firms will then analyze potential candidates and identify if they are suitable.

6.      Basic referencing, present short list to the client

Firms will conduct a background check before presenting a candidate to the client to verify their qualifications and career background. Those who clear the check will be presented to the client.

7.      Offer and negotiation

The client will select their preferred candidates after interviews and consideration of external references, and commence the process of salary and offer negotiation. At times, executive search company Indonesia will be a mediator to ensure both equal representation of both parties, so as to protect the interests of the client and the candidate.

8.      Onboarding and integration

Ultimately, the firm will help with the onboarding of chosen candidates into the workplace. The degree of their involvement will depend on the requirement of the client.

Potentia HR- Undoubtedly best recruitment agency Indonesia

Without any formalities we will begin with the point of letting you know what exactly PT Potentia HR Consulting service’s core competence lies at. It lies at giving out executive search service which is not found anywhere else and is one of a kind. Without any fail, we are recognized as the best recruitment company Indonesia due to following reasons:

 Indonesia’s leading Executive Search & HR Consulting firm

·         As part of SpenglerFox we have a network of over 30 offices globally.

·         A systematic strategy and global reach to locate, screen, evaluate and select top talents for our clients.

·         Our consultants are all highly qualified HR Professionals with strong HR expertise in the Asia Pacific region and Indonesia in particular.

·         Clearly established as a company with reputation and premier services.

Apart from executive search we also provide services in- Retained Executive Search, Outsourced Recruitment, Performance Management, HR Audit, Psychometric Assessments, Training & Development and HR Consulting for start up companies in Indonesia.

We have worked closed as middle to senior level executives positions. Relevant sectors include: Manufacturing, FMCG, Minerals & Metals, Oil & Gas, Banking, Services, Finance, and Human Resources. As recognized recruitment agency Indonesia we utterly take care of our clients and that is why the companies that have worked with us recommend us again and again.

Our Clients range from top Multinationals in the Fortune 500 list to local medium sized companies. They include names such as Nestle, Johnson & Johnson, Siemens, Mead Johnson, Schindler, Nike, Sampoerna, Honeywell, World Bank (IFC ), Wells Fargo, HSBC, Standard Chartered Bank, Rockwell, Reliance Power, Essar, Apple, Ultra Jaya, Pfizer, Sandoz, Soho Group, GMR Coal, TVS Motors and Hitachi.

Despite short supply of top Talents are indeed in short supply, we manage to bring you best and skilled candidates with plans for growth and expansion in this part of the Asia Pacific by partnering with a reputed and credible Executive Search & HR Consulting company for acquisition of top talents. The applicants that you will receive through our medium will have proven professional track records. Our candidates have requisite knowledge and executive skills, having performed in progressive leadership positions and with established reputation as leaders.

We believe that a CEO’s fast-track quest and development lies in strategic HR and Organization. Companies soon realize that partnering with a professional Executive Search and HR Consulting firm with demonstrated success in Indonesia is the key prerequisite for achieving corporate goals and recruitment targets. So go nowhere else when the doors of opportunities are wildly open with one of the top most and internationally rated companies for recruitment firms Indonesia- Potentia HR.

Top Interview questions of recruitment firms Indonesia

Several companies are scrambling to fill the various open roles during the great reshuffle that took place owing to the pandemic that engulfed the world. This caused a lot of pressure on the  recruitment firms Indonesia who are not juggling the multiple requisitions, but searching for new talent through the open doors.

This is the reason, several recruitment agency Indonesia took out time to review their interview questions to align the reasons for professionals switching from one job to another. The priorities of the professionals shifted and were left to reevaluate their careers as well as their lives and the tolerance levels for performing the jobs.

In order to make you ready for the reshuffle interview process, here are some important questions that the recruitment company Indonesia is questioning for evaluating the reasons for candidates to look for a job change. Read further:

·        What are the important things you are looking for in the new job?

The candidates usually have certain good reasons for leaving the previous employer, but in no case they wish to appear as flaky or negative to the employer. The recruitment firms have flipped the question on why the candidate has left the previous company to what they are looking for in a new job. In the roundabout, the candidate will tell the reasons for leaving the previous job with some past experience examples and highlight the expectations from the organisation.

 

·        What is the recent learning that reshaped your outlook towards work and career?

The Pandemic has taught many lessons to each one of us. This question helps in gauging the motivations of the candidates for changing jobs, particularly in the cases where they are looking for a transition. Perhaps the pandemic has motivated them to work for what they always wanted or maybe they have brushed up certain skills that can give a kick start to a new career. This question and its answer can open great learnings as well as revelations.

 

·        What is your ideal work setting?

Around 39% of the people consider quitting the jobs because their jobs were not at all flexible. This makes it pertinent to talk about remote work policy, flexible timings etc. The ideal setting question can help the recruitment firms in evaluating whether the candidate prefer on site, remote or a combination of the two modes of working. The candidate through their answer can provide an insight into what they desire in order to be happy and productive at work.

 

·        What is the time when you feel burned out at work?

Heavy workloads, stress, anxiety and a little time off can make workers feel burned. As per research, 44% of the employees were more burned out during the pandemic, which compelled employer to support through well being initiatives. Candidate's experience with this answer can give specific details of challenges they have faced in the previous job and the reasons they become highly resilient and the proactive steps they take for minimizing the burnout.

Qualities of good head-hunting Indonesia firm

As the whole recruitment process is changing, the requirements for professional headhunting Indonesia are also changing. Merely having professional experience in a certain sector or a wide network of contacts is not enough. Following are some of the qualities that should be present in a good head hunter in today’s job market.

 Being updated

Digitization is everywhere and has become everything. This is a hot topic among customers and potential candidates. Therefore, it is important to be updated about all these new changes. You have to make sure your good at leveraging these advancing technologies and apply them in head hunting. 

·         Good salesmen

In order to be a good headhunter, you have to be a good sales person. You should be able to sell any candidate. These skills are required throughout the process. A top head hunter will also be able to attract potential candidates.

·         Matchmaking

A good headhunter will look for the most suitable candidate and not the best one. The recruitment process should consider personality, emotional intelligence, character, etc. Whenever a head hunter is interviewing a candidate, they will be evaluating whether the candidate can interact and cooperate with other members of the team, management and stakeholders.

·         Expertise in technology

A good head hunter should not just be aware of the importance of digitization but should also manage a variety of software and applications. This expertise is what will help them find crucial information like a good candidate quickly. Somebody who is not adept at handling these software will not be able to find the best possible candidate for their client.

·         Networking and network

Digitization has made networking easy by providing you any information you want immediately. However, it is better to also have a traditional contact network. Even though digitization makes things quicker and easier, human contact and emotional intelligence is a big part of good head hunting Indonesia