Job description for a headhunter

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Job description for a headhunter. Full document

Occupational Safety and Health

Occupational Safety and Health / Job descriptions

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I. General Provisions

Head hunter belongs to the category of specialists.
A person with _______ (higher; secondary) professional education, experience in the field of recruitment and personnel management of at least __ (1 year; 2 years; 3 years; etc.) is appointed to the position of a head hunter.
Headhunter should know:

labor law;
world standards Executive Search;
the experience of foreign companies in finding highly qualified specialists;
ways to find highly qualified specialists;
sources of providing enterprises with the required personnel;
methods for determining the professional qualification level of specialists;
fundamentals of psychology, rhetoric, logic;
ethics and culture of interpersonal communication;
methodology for identifying potential candidates;
models for compiling a "legend" of behavior;
means and methods of persuading interlocutors, the basics of motivating candidates;
foundations of the sociology of labor;
fundamentals of economics, organization of labor and management;
ways of solving organizational, managerial and personnel tasks;
legislation on the social security of employees, on health insurance, etc.

Appointment to the position of a head hunter and dismissal from office is carried out by order of the head of the organization.
The head hunter reports directly to _______.
During the absence of a head hunter (business trip, vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner. This person acquires the appropriate rights and is responsible for the proper performance of the duties assigned to him.

II. Official duties

Head hunter:

Receives from the customer an application for solving organizational, managerial and personnel problems in the customer's company; analyzes the situation of the customer with personnel; develops specific recommendations for staff development and overcoming the personnel crisis.
Provides preliminary advice to the customer on the state of the labor market, wage levels, social programs offered by employers to highly professional specialists.
Prepares and agrees with the customer an application for the search for a highly professional specialist (selection of highly qualified personnel), which specifies in detail the requirements for the candidate (candidates), describes the vacant position and the position of the ideal candidate.
Together with the customer, he develops proposals for remuneration, social and other security for the required specialists, the provision of benefits and special material and moral guarantees for assessing the work of specialists.
Draws up a schedule for the search for the required specialists.
Carries out a search for candidates from among successfully working specialists in information databases, with the help of advertising in the media, the Internet, through personal contacts, in other ways; searches for regional resources.
Carries out the selection of candidates that meet the requirements of the customer.
It studies the personnel policy of enterprises where potential candidates work (professional movement and staff reduction; corporate culture; system and levels of remuneration; systems for ensuring the safety and health of workers; provided social and other guarantees; incentive programs; labor motivation; material, social, domestic and cultural needs of the working staff) to develop the position of the customer to meet the needs and needs of potential candidates, their motivation to work with the customer.
Provides the customer with a list of potential candidates and their express resumes to determine the most suitable candidates.
Meets with candidates specified by the customer; discusses their options for changing employers; motivates them to work for the customer; organizes personal interviews and professional psychological testing of candidates; carries out a psychological assessment of potential candidates; establishes the professional and qualification level of candidates; checks references of candidates; provides the customer with a report on the work done.
Participates in the drafting of an employment agreement (contract) with candidates, negotiates with the customer the procedure for concluding an agreement (contract).
Represents candidates to customers, organizes interviews (final interview with the customer).
Provides feedback from the hired candidate during the follow-up period.
Establishes contact with specific specialists of interest to the customer, working in a particular area (approaching).
Renders the following services to the customer: consultations on the organization and management of personnel; personnel audit; consultations on labor legislation; advice on financial aspects and material incentives for personnel; creation of internal structural links; assessment of the work of personnel, labor agreements and employment of personnel; staffing needs planning; professional development of employees; organization of certification of employees; development of labor incentive systems;

III. Rights

The head hunter has the right to:

Independently determine the forms and methods of searching for specialists at the request of customers.
Have free access to monitoring the state of the management structure at the customer's enterprise, its corporate culture.
Require the customer to ensure the organizational and technical conditions and execution of the established documents necessary to fulfill the terms of the contract for the search and engagement of highly qualified specialists.
Engage third-party HR professionals to solve specific problems.
Sign and endorse documents within their competence.
Get acquainted with the documents that define his rights and obligations in his position, the criteria for assessing the quality of performance of official duties.

IV. A responsibility

The head hunter is responsible for:

For improper performance or non-performance of their official duties provided for by this Job Description - within the limits established by the current labor legislation of Ukraine.
For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of Ukraine.
For causing material damage to the organization - within the limits established by the current labor legislation of Ukraine.

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