Headhunter vietnam: The recruitment industry is growing in Vietnam

Headhunter vietnam: With senior recruitment industry is growing in Vietnam and in the region, more and more people want to participate in this field. Instead of doing a desk job after graduation, many of people now are more interested in using their relationships ('relationship' or 'network') for income. Why not? Headhunter is considered as a especial job if you are good at social interaction and expanding the relationship. Instead of waiting for someone to contact you, you are the person using the information and resources you have to get in touch with senior candidates or potential customers.

But as a headhunter is not as easy as we think. It requires a lot of skill and patience. You've probably seen a lot of success but headhunter people out there are plenty of others are waiting to be successful in this job. These were rejected by countless candidates or their customers. And they're going to find the best way to complete the job of a real headhunter. (vietnam human resources)

So, if you do not want to struggle like those above, it is best that you know the characteristics and skills necessary to have a real headhunter.


1. Marketing with Creative Strategies

Headhunter company in vietnam: Because the headhunter is only consulting fees from the company, the biggest challenge for a headhunter is to be able to make a not attractive position (e.g., may be salary, customer brand and place of work so far, the boss too difficult, require very high but the low incentive, customers have higher quit rate, complex culture ....) is least known and accepted by the potential candidates in related fields. A good headhunter is whom can share and emphasize the highlights (unique selling point) from customers, or the position they are looking for, as well as challenging candidates with the points they would have to overcome if they have applied for that position.

Headhunter vietnam: There are many reasons why a customer needs high-level recruitment service. The first point is the headhunter can help shorten the recruitment process (an average of 10-20 days, there are only 1-2 days at the request of the customer), and on the other hand is to find passive candidates that are suitable to (passive Suitable candidate) a normal job that candidates will not apply in the initiative. That is the work of headhunter consultant. They provide information to the candidates so that they can see that it is a challenging job and stay there. This can only be achieved if you know how to market job to different candidates.