Cannibal Central Headhunters, Inc. - The Successful Hunter

You begin a business partnership when you hire a Cannibal Central Headhunter. Our headhunters are professional and have the business savvy to help you get a head. You are not only both on the same page; you are on the same bottom line. You want the best candidate for your company and our headhunter knows how to get him/her for you.

To best achieve this mutual goal, it is imperative to be clear and honest with your headhunter from the beginning. Provide your headhunter with a complete job description and all criteria regarding the open position. Include all information about compensation range, growth opportunities and benefits plans. Additionally, your headhunter will need to know your company culture, history and goals.

At Cannibal Central Headhunters, our headhunters have in-depth industry knowledge and involvement that enables them to conduct a complete search for your ideal candidate. Your headhunter will review their search plan with you, ensuring that all your hiring needs are met. Take advantage of your headhunter's expertise and consult with him/her often. Your headhunter will present prospects that meet your hiring criteria and guide you through the interviews; from the preparation to the follow up. Follow your headhunter's advice and you'll stay heads above the competition.

Your headhunter will review your prospective candidate with you before your first phone interview. You will be aware of your candidate's status, compensation range, reason for availability or career change and any additional information pertinent to the position.

During your first phone interview you should concentrate on gleaning enough information to ascertain if this candidate is qualified for a personal interview. The headhunter will advise the candidate to call you for the interview to ensure that the candidate is uninterrupted and can talk openly. Describe the opportunity and the criteria needed for this position. Give the candidate an overview of your company, its culture and the opportunities you have to offer. Select a few questions from the candidate's resume to gain further information. When you have established that a candidate qualifies for a more in depth interview, make an appointment and inform your headhunter. The headhunter will contact the candidate with further arrangements.

Before the interview, distribute a copy of the candidate's resume to two or three other managers and schedule for them to meet with him/her as well. Interviewers should be the same level managers as the candidate. Select managers that can make a strong impression, handle an interview, and accurately update you with the outcome. All interviewers should be completely informed about the open position and the candidate's qualifications so they may prepare some topics and questions to discuss during the interview.

Keep in mind that most prospective candidates are employed and have been interviewing with other companies also. Treat your candidate with courtesy and respect. Should the candidate be arriving at the airport, it makes a great impression to personally pick him up. At the very least, have a reliable assistant there to greet him.

Ensure that you are there to greet and meet your candidate at the beginning of the interview. Make the candidate comfortable and keep the mood relaxed. You are responsible for leading the discussion. Try to begin with something humorous or bringing up some similarities you may have (from his/her resume.) During the interview, entertain no interruptions. Give your candidate your full attention, treat him/her with dignity and answer all his questions. The candidate is there for you to determine if he/she is a match for your position and your company.But do not forget that the candidate is determining if you and your company are a good choice for him.

Lead the discussion. Review your company and the culture, its history and future potential. Ensure that the candidate has a complete description and understanding of the open position. Let him know why the position is open and what the growth potential is. Compensation should not be discussed during the interview. Your headhunter has informed the candidate of the compensation range and you of his past earnings. Prepare some questions before the interview to help you evaluate if this candidate meets your specifications. Use their resume as a guide and a reference.

Meet with the other interviewers and gather the information learned during the interview process. When you reach the point that you are ready to make an offer to a candidate, act quickly and use your head. You do not want to lose your candidate to another opportunity. Wait no longer than two days. First, inform the candidate verbally. Next, send out a Welcome /Offer Letter that specifically reiterates the verbal offer. Tell the candidate you are looking forward to them coming onboard. The offer should be contingent upon the outcome of reference checks and other types of checks and verifications that may be required by your company. Enclose a copy for the candidate to sign and return. This is not a legal document but it helps to seal the deal. Contracts are advised against except in the very senior positions.

If the candidate is the head of a family, keep the family in mind. Changes affect the entire family. If relocation is in order, we recommend that the hiring company make arrangements for a trip for the candidate and spouse to come out prior to the final acceptance and the move. This investment is worthwhile because if there is dissention at home, it will affect the job performance. It is best to know that the spouse is supportive of the change.

During the trip, engage a trusted realtor to show the spouse around. Make plans for several colleagues and their spouses to host a gathering for the candidate and spouse. A social gathering is an ideal place for the new couple to get information about the company, the community, schools, churches and clubs. Prepare an informative relocation package about the move. Include information on your company, community, services and agencies that may help answer questions they have.

At Cannibal Central, we can contact references for you. But because this is such vital piece of the puzzle, some companies prefer to do the check themselves. Just let us know your preference.

Currently employed candidates are in a sensitive situation and will want to exercise caution when supplying you with references. They will not want their current employer to be advised of their job search. Respect their situation and be discreet. Ask if you may contact past employers. It is customary for candidates to inform references to expect your call. Keep the results confidential and do not discuss the details of the reference check with the candidate.

Be brief and respectful when making reference checks. Prepare some questions beforehand so that you can make the most of your time and show respect to the person you are calling. Be ready to take notes during the conversation.



	THE SUCCESSFUL HUNTER It's a jungle out there. That's why we're here. HUNTING WITH CANNIBAL CENTRAL You begin a business partnership when you hire a Cannibal Central Headhunter. Our headhunters are professional and have the business savvy to help you get a head. You are not only both on the same page; you are on the same bottom line. You want the best candidate for your company and our headhunter knows how to get him/her for you. To best achieve this mutual goal, it is imperative to be clear and honest with your headhunter from the beginning. Provide your headhunter with a complete job description and all criteria regarding the open position. Include all information about compensation range, growth opportunities and benefits plans. Additionally, your headhunter will need to know your company culture, history and goals. At Cannibal Central Headhunters, our headhunters have in-depth industry knowledge and involvement that enables them to conduct a complete search for your ideal candidate. Your headhunter will review their search plan with you, ensuring that all your hiring needs are met. Take advantage of your headhunter's expertise and consult with him/her often. Your headhunter will present prospects that meet your hiring criteria and guide you through the interviews; from the preparation to the follow up. Follow your headhunter's advice and you'll stay heads above the competition. HEADING UP THE INTERVIEWS The Phone Interview Your headhunter will review your prospective candidate with you before your first phone interview. You will be aware of your candidate's status, compensation range, reason for availability or career change and any additional information pertinent to the position. During your first phone interview you should concentrate on gleaning enough information to ascertain if this candidate is qualified for a personal interview. The headhunter will advise the candidate to call you for the interview to ensure that the candidate is uninterrupted and can talk openly. Describe the opportunity and the criteria needed for this position. Give the candidate an overview of your company, its culture and the opportunities you have to offer. Select a few questions from the candidate's resume to gain further information. When you have established that a candidate qualifies for a more in depth interview, make an appointment and inform your headhunter. The headhunter will contact the candidate with further arrangements. The Head to Head Interview Before the interview, distribute a copy of the candidate's resume to two or three other managers and schedule for them to meet with him/her as well. Interviewers should be the same level managers as the candidate. Select managers that can make a strong impression, handle an interview, and accurately update you with the outcome. All interviewers should be completely informed about the open position and the candidate's qualifications so they may prepare some topics and questions to discuss during the interview. Keep in mind that most prospective candidates are employed and have been interviewing with other companies also. Treat your candidate with courtesy and respect. Should the candidate be arriving at the airport, it makes a great impression to personally pick him up. At the very least, have a reliable assistant there to greet him. Ensure that you are there to greet and meet your candidate at the beginning of the interview. Make the candidate comfortable and keep the mood relaxed. You are responsible for leading the discussion. Try to begin with something humorous or bringing up some similarities you may have (from his/her resume.) During the interview, entertain no interruptions. Give your candidate your full attention, treat him/her with dignity and answer all his questions. The candidate is there for you to determine if he/she is a match for your position and your company.But do not forget that the candidate is determining if you and your company are a good choice for him. Lead the discussion. Review your company and the culture, its history and future potential. Ensure that the candidate has a complete description and understanding of the open position. Let him know why the position is open and what the growth potential is. Compensation should not be discussed during the interview. Your headhunter has informed the candidate of the compensation range and you of his past earnings. Prepare some questions before the interview to help you evaluate if this candidate meets your specifications. Use their resume as a guide and a reference. Possible questions to ask during the interview: What experience and skills can you bring to this position? Why are you seeking change? What attracts you to this opportunity? Describe your short and long term goals. Why are you looking to make an employment change at this time? Explain your supervising skills and management style. What are your major accomplishments? THE OFFER Meet with the other interviewers and gather the information learned during the interview process. When you reach the point that you are ready to make an offer to a candidate, act quickly and use your head. You do not want to lose your candidate to another opportunity. Wait no longer than two days. First, inform the candidate verbally. Next, send out a Welcome /Offer Letter that specifically reiterates the verbal offer. Tell the candidate you are looking forward to them coming onboard. The offer should be contingent upon the outcome of reference checks and other types of checks and verifications that may be required by your company. Enclose a copy for the candidate to sign and return. This is not a legal document but it helps to seal the deal. Contracts are advised against except in the very senior positions. THE FAMILY If the candidate is the head of a family, keep the family in mind. Changes affect the entire family. If relocation is in order, we recommend that the hiring company make arrangements for a trip for the candidate and spouse to come out prior to the final acceptance and the move. This investment is worthwhile because if there is dissention at home, it will affect the job performance. It is best to know that the spouse is supportive of the change. During the trip, engage a trusted realtor to show the spouse around. Make plans for several colleagues and their spouses to host a gathering for the candidate and spouse. A social gathering is an ideal place for the new couple to get information about the company, the community, schools, churches and clubs. Prepare an informative relocation package about the move. Include information on your company, community, services and agencies that may help answer questions they have. CHECKING REFERENCES At Cannibal Central, we can contact references for you. But because this is such vital piece of the puzzle, some companies prefer to do the check themselves. Just let us know your preference. Currently employed candidates are in a sensitive situation and will want to exercise caution when supplying you with references. They will not want their current employer to be advised of their job search. Respect their situation and be discreet. Ask if you may contact past employers. It is customary for candidates to inform references to expect your call. Keep the results confidential and do not discuss the details of the reference check with the candidate. Be brief and respectful when making reference checks. Prepare some questions beforehand so that you can make the most of your time and show respect to the person you are calling. Be ready to take notes during the conversation. Possible questions for a Reference Check: Tell me about "Chuck". Now, just listen and learn Did he/she get along with others? What was his/her job description? Describe his/her work ethic? Describe his/her management style. What were his/her major accomplishments? Describe his/her strengths? Areas for improvement? Did any personal problems affect his/her job performance? Why did he/she terminate his/her position with your company? Would you consider working with him/her again?