Dear HR Manager,
Why a professional Headhunter?
I'm sure you want to recruit an extraordinary performer, not just an average candidate, because you have decided to invest in an interesting and powerful market.
If this were my responsibility, I would like to look behind the scenes. "Backstage," you should find out and compare who is offering hot air and who among the potential business partners is not only sharp as a tack but also has a trump up their sleeve.
In other areas of life, you are constantly comparing. So why rely on recruiters who send the same CVs to every company in their database? Take the best and do not be reserved. When you get an appropriate and attractive product, you deserve it. That means the smart, reliable, and involved new manager who brings you added value and nothing else.
I assume you know your criteria very well and what is blacklisted too. If you are on the lookout for a "bargain," make sure your partner represents your needs and your assets.
However, please allow me to mention that if we talk about hiring a supposedly cheaper employee (via contingency recruitment), you should be aware of the consequences and third costs if the plan fails. Then you may have confused clients and colleagues. Additionally, you will have to invest in further training, compensate for the know-how loss, handle overload or higher absence rates, invest in a new search, and maybe have reservations within new target candidates or possibly on the customer's side.
A professional Headhunter is capable of reading between the lines and giving advice. Especially when the topic of the day is revenue or market share, you shouldn't make compromises. When you are in a tough and competitive environment, there is a demand for entrepreneurial spirit combined with ambition and passionate team players. I guess that weak followers are not on your list.
Insight into my world
We will be happy to give you an insight already during your planning stage. We would be pleased if you considered a Headhunter and requested the necessary information regarding the project elements, the main pillars of the search concept, as well as the entire strategy, which we evaluate and develop together.
Examples of successful partnerships
Just to share two examples with you: (Once upon a time) there was an Italian company that invested in the German market as well as a global player from the US interested in regional support. One of them was in the automotive and engineering industry; the other client was in the field of consumer markets. Both well-known brands had been dissatisfied with former recruiters who spoke well but failed to deliver. Finally, after some months, the clients were left without solutions and candidates—strongly shaken and uncertain regarding the recruitment partner. Initially, the recruiters presented candidates from existing networks and databases, mainly job-hoppers without any track record or change motivation. It had been a mess, and some quit.
Temporarily, about two and six years later, both clients are key accounts for us and have obtained experienced "seniors" from the market through our direct approach. I am happy to tell you that we still work together today. It is a real partnership based on trust, honesty, and hard work—anything but superficial.
Our experience and offerings
At a glance: Meanwhile, HSH+S has been accompanying medium-sized companies as well as international brands with subsidiaries across the globe for over 25 years. Due to our backgrounds, our main pillars are functions in management, sales, and engineering.
Therefore, please don't hesitate to ask for our strategy, the search channels or contact platforms, the tailor-made approach we would decide, the market analysis, the benchmark, or the sound experience in your business field or industry. I am convinced we can help you, and furthermore, I assume you will be positively surprised. Our success justifies our confidence and motivates me day by day. I am proud to contribute to our above-average placement rate, and we want to give something back—sustainability is a major personal concern of mine.
Last but not least, please allow me to quote: "What does not cost anything isn't worth a tinker's cuss." This does not necessarily mean to be expensive but significant. I would appreciate an initial exchange.
HSH+S Headhunter Germany (Executive Search) www.hshs.net
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Why a professional Headhunter?
I'm sure you want to recruit an extraordinary performer, not just an average candidate, because you have decided to invest in an interesting and powerful market.
If this were my responsibility, I would like to look behind the scenes. "Backstage," you should find out and compare who is offering hot air and who among the potential business partners is not only sharp as a tack but also has a trump up their sleeve.
In other areas of life, you are constantly comparing. So why rely on recruiters who send the same CVs to every company in their database? Take the best and do not be reserved. When you get an appropriate and attractive product, you deserve it. That means the smart, reliable, and involved new manager who brings you added value and nothing else.
I assume you know your criteria very well and what is blacklisted too. If you are on the lookout for a "bargain," make sure your partner represents your needs and your assets.
However, please allow me to mention that if we talk about hiring a supposedly cheaper employee (via contingency recruitment), you should be aware of the consequences and third costs if the plan fails. Then you may have confused clients and colleagues. Additionally, you will have to invest in further training, compensate for the know-how loss, handle overload or higher absence rates, invest in a new search, and maybe have reservations within new target candidates or possibly on the customer's side.
A professional Headhunter is capable of reading between the lines and giving advice. Especially when the topic of the day is revenue or market share, you shouldn't make compromises. When you are in a tough and competitive environment, there is a demand for entrepreneurial spirit combined with ambition and passionate team players. I guess that weak followers are not on your list.
Insight into my world
We will be happy to give you an insight already during your planning stage. We would be pleased if you considered a Headhunter and requested the necessary information regarding the project elements, the main pillars of the search concept, as well as the entire strategy, which we evaluate and develop together.
Examples of successful partnerships
Just to share two examples with you: (Once upon a time) there was an Italian company that invested in the German market as well as a global player from the US interested in regional support. One of them was in the automotive and engineering industry; the other client was in the field of consumer markets. Both well-known brands had been dissatisfied with former recruiters who spoke well but failed to deliver. Finally, after some months, the clients were left without solutions and candidates—strongly shaken and uncertain regarding the recruitment partner. Initially, the recruiters presented candidates from existing networks and databases, mainly job-hoppers without any track record or change motivation. It had been a mess, and some quit.
Temporarily, about two and six years later, both clients are key accounts for us and have obtained experienced "seniors" from the market through our direct approach. I am happy to tell you that we still work together today. It is a real partnership based on trust, honesty, and hard work—anything but superficial.
Our experience and offerings
At a glance: Meanwhile, HSH+S has been accompanying medium-sized companies as well as international brands with subsidiaries across the globe for over 25 years. Due to our backgrounds, our main pillars are functions in management, sales, and engineering.
Therefore, please don't hesitate to ask for our strategy, the search channels or contact platforms, the tailor-made approach we would decide, the market analysis, the benchmark, or the sound experience in your business field or industry. I am convinced we can help you, and furthermore, I assume you will be positively surprised. Our success justifies our confidence and motivates me day by day. I am proud to contribute to our above-average placement rate, and we want to give something back—sustainability is a major personal concern of mine.
Last but not least, please allow me to quote: "What does not cost anything isn't worth a tinker's cuss." This does not necessarily mean to be expensive but significant. I would appreciate an initial exchange.
HSH+S Headhunter Germany (Executive Search) www.hshs.net
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BEST RECRUITMENT STRATEGIES.doc
BEST RECRUITMENT STRATEGIES.pdf