Headhunters are key players in connecting top talent with leading companies in today's competitive job market. Recently, the executive search or headhunting market has surged as companies globally hunt for talented leaders to steer their success. Therefore, organizations are increasingly relying on headhunters for tailored recruitment solutions. Let Aniday get you through the roles headhunters play in the talent market, and see how they support businesses and job seekers in the recruitment process.
3 years experience of Project Manager of full cylcle implementation project and around 10 years of experience in SAP HCM on premise and SuccessFactors Consultant • SAP knowledge: o SucessFactors: Employee Central, Performance and Goals Management, Recruiting Management, Succession & Career Development, Compensation & Learning. o SAP HCM: Organizational Management, Personnel Administration, Time Management, Payroll, E-Recruiting, ESS/MSS, Performance Management (PMS) o ABAP: Basic Knowledge as a junior SAP ABAP Consultant • Other skills o Ability in solving problem and learning new technology quickly and efficiently o Possess good knowledge of preparing proposal, providing estimates and recommending the best product solutions o Experienced in incident handling approach in production support environment o Project experience includes business processes analyzing, requirements gathering, specifications designing and blueprint, implementation of the solutions as well as support and maintenance. o Presales: Presentation solution, System Demo preparation, Solution material such as questionnaires TRAINING & EDUCATION o 2018 – SAP SuccessFactors Employee Central Certificate SAP Certified Application Associate - SAP SF Employee Central C_THR81_1808 o 2018 – SAP SuccessFactors Performance and Goals Management Certificate SAP Certified Application Associate - SAP SF Performance&Goals Management C_THR82_1805 o 2016 – SAP SuccessFactors PreSales bootcamp for Partners Learn knowledge and skill about approaching, solution consulting and system demonstration. o 2016 - Sap Online Certificate Web Assessment for SAP Message Processor and Operations for Support Consultants o 2012 - UNIVERSITY OF TECHNOLOGY Bachelor of Industrial Management Specialized knowledge in production management, supply chain, marketing, human resources, finance, management Information System. (GPA = 8.06) o 2011 - VYE Entrepreneurship Bootcamp Learn knowledge and skill about Entrepreneurship and Project by Fenwick and West Consulting Professor Tom Kosnik – Stanford University.
I am good at dealing with data and systems, time management, attention to detail and high responsibility.
Long, Nguy?n Th? Duy Long
“A GREAT PERSON ATTRACTS GREAT PEOPLE AND KNOWS HOW TO HOLD THEM TOGETHER” I am currently a technical recruitment consultant at Navigos Search, where I advise clients in the industrial and manufacturing sectors to help them find suitable candidates for senior job positions. Before this, I had already had two and a half years of experience in recruitment at other agencies. As a recruiter, I familiarized myself with all processes during the recruitment procedure, from candidate sourcing, resume screening to interview and client relationships management. This diversified experience helped me to develop into a professional recruitment consultant who can confidently advise clients and job-seekers alike to help them achieve the best possible outcomes. I have been working at Navigos Search for nearly five years and have already achieved remarkable recognitions such as C-level management position, Human Resource Manager, Sales Manager, Customer Service Manager, Technical Manager, Quality Manager,.... My clients include some of Vietnam and the world’s most reputable industrialists and manufacturers, who have high job requirements and strict recruitment procedure. Despite that, I still manage to meet and even exceed my clients’ expectations while helping qualified candidates realize their career dreams.
Experienced Salesperson with a demonstrated history of working in the human resources industry. Skilled in Sales, Recruiting, Human Resources, and languages. Strong sales professional with a Business focus in Management from Swinburne University of Technology.
I am a cheerful, sociable, enthusiastic and inquisitive person. My hobbies are listening to music, podcasts, reading books and going for walks in my free time.
• Good command of English, both spoken and written • Able to handle phone calls and have good phone manner • Adept in using basic office equipment • Able to work well independently or as part of a team • Be open and willing to receive feedback from others • Well-organized, self-motivated and strong sense of responsibilities • Ability to meet deadlines and handle multiple tasks
As a recruitment consultant of Navigos Search, I’m building a world-class team of senior specialists and leaders in Oil & Gas, Energy and Heavy Industry. The mission of Navigos Search is to support people and companies achieve their professional dreams and organizational aspirations. For job seekers, we offer assistance in crafting a long-term career strategy, an exceptionally broad range of employment opportunities, and continuing support after employment to help make the new relationship a success. For employers, our Total Talent Engagement is smarter about understanding who can do a job, where those people are to be found, and what will motivate them to move. If you are interested in opportunities in Oil & Gas, Energy and Heavy Industry or would like to connect for the future, I’d love to hear from you. Trang Thuy Mobile: +84-982-058-984 Direct: +84-24-6262-8745 Email: Thuy.Trang.Nguyen@navigossearch.com
Achieve merit but take no credit...
Chicken Soups for The Soul!
Passion about Talent development.
Skype: Ho.thiennga
Hello everyone ! This is Wyatt Viet Tran. My formal greeting to someone who might read my profile. When mentioning who I am, there is some information which I may use to describe myself: • Be a person who is enthusiastic, supportive, responsible and hardworking. • I am able to adapt quickly to new things and new environments. • Capability to work independently or work as a team member effectively, work well under high pressure • Can do attitude at work.
"I feel happy to be able to help people find jobs, a new environment suitable for personal development". Hi, thanks for visiting my LinkedIn!!! If you are looking for a job - please contact me: - Sdt: 0334 532 210 - Mail: hr@tulpo.vn - Skype: leuhoavc_1
As an IT Recruitment Consultant, I am now focusing on connecting potential candidates with better IT job opportunities. RECO's clients are always on the lookout for qualified people for all IT-related positions. Ping me if you're looking for new chances. -------- https://reco-vn.com/ Feel free to contact me for more opportunities in the IT industry: - Zalo/Skype/Telegram: : (+84)349385009 - Email: ngoc.do@reco-vn.com
A 10+ year experienced in Payroll and HR management. Proven track record of combining practical knowledge in Recruitment, HR admin as well as a solid knowledge in C&B for expats and Vietnamese employees. I have Master degree in English language and have over 10 year-experience in translation. My services include English-Vietnamese Translation, Localization, Transcription. Please feel free to contact me about possible opportunities for cooperation.
Experienced advisor with a demonstrated history of services in Vietnamese Transfer Pricing and US Federal Tax.
« A satisfied customer is the best business strategy of all » Michael LeBoeuf To succeed, my keys are : profesionnalism, listening, reactivity, organization, coordination, solving problem, good relationship and team spirit.
Experienced Recruiter with a demonstrated history of working in the semiconductors industry. Skilled in Screening, Job Fairs, Recruiting, Research, and Human Resources. Strong human resources professional with a Associate's degree focused in business english from thu duc college of technology.
• More than 19 years of construction experience with 15 years as management level • Leadership ability within a matrix team environment and contributes significantly to team performance. • Strong experience in project managing large scale, complex information systems delivery projects involving substantial business change, diverse industry experience and wide professional network with contractors, suppliers, related agencies… • Expert understanding of tender terms and conditions and the risks/opportunities of each as applicable to contract. • Strong experience in negotiation, planning, interpersonal and communication skills. • Achieved some good goals in career Nguyen Dinh Duong -- 0909 619 633
Headhunters are experts who find and recommend top talents for job opportunities. Typically employed by recruitment agencies, they may have their talent pool for specific roles, or they may proactively seek out top talents by targeting employees who are hired by other companies, or known as passive candidates. According to an Aniday survey, 79% of the potential hires are this kind of candidate.
Moreover, headhunters engage with potential candidates to understand their interests, qualifications, experiences, and expectations, then refer the best fit to the hiring managers. Headhunters are highly sought after when employers need to fill urgent positions and can’t find the right candidate on their own.
The global executive search (headhunting) market is expected to reach around USD 34.24 billion by 2032, growing at a compound annual growth rate of 6.40% from 2024 to 2032. This surge highlights the vital role headhunters play in the recruitment process. Here are some key factors that drive the dynamics of this market:
Firstly, globalization and market expansion:
Thanks to the rise of globalization, the executive search market has significantly expanded. Multinational companies now require top-tier leaders who comprehend diverse regulations, cultural nuances, and market dynamics. With the support of headhunters, your business can find executives adept at driving growth and managing complex international landscapes. Moreover, if your business involves cross-border mergers and acquisitions (M&A) that often require leadership changes, it would further fuel the need for expert search services to facilitate smooth transitions across different regions.
Secondly, talent shortages and succession planning:
The talent shortage is real, with businesses worldwide facing challenges in filling key positions. As experienced leaders retire, companies face the challenge of nurturing the next generation of leadership. While many candidates show great potential, they often lack some specific skills that employers are seeking. Despite advances in AI and technology, these tools have yet to fully address the critical gaps contributing to ongoing talent shortages.
Therefore, headhunters play a crucial role in this process, leveraging their extensive networks and expertise to discover and develop high-potential candidates. The growing focus on succession planning and talent development has spurred increased demand for headhunting services, as businesses invest in robust leadership pipelines to ensure long-term stability and operational continuity.
Headhunters provide a significant advantage in candidate evaluation for business. In general, headhunters can help businesses through:
One major advantage of using a headhunter is their ability to reach passive candidates who may not see the job advertisements. This expands the talent pool and increases the chances of finding certified higher-quality candidates. Although these individuals aren't actively job-hunting, they are open to the right opportunity. Headhunters use their networks and outreach skills to proactively find and engage them, helping employers minimize recruiting risks.
Headhunter simplifies the recruitment process by maintaining a vast database of highly qualified candidates. They bring extensive experience in evaluating and selecting candidates who match job requirements, streamlining the hiring process. This allows businesses to focus more on their core operations.
Headhunters possess a broad network of candidates they've previously engaged with, enabling them to swiftly pinpoint individuals who are a perfect fit for a particular role. Additionally, they can connect with passive candidates, those not actively job hunting but open to new opportunities.
Some job roles are best kept confidential, making advertising difficult. A headhunter can conduct a discreet search campaign, allowing companies to attract qualified candidates without publicly posting the position.
Headhunters can also support candidates in job hunting thanks to their connection with employers. Acting as intermediaries, they facilitate successful matches between both sides. Here are aspects headhunter can help them:
A major challenge for job seekers is the lack of awareness about available job opportunities. Headhunters have access to an extensive network of employers and not publicly advertised openings. By connecting job seekers with these hidden opportunities, headhunters enhance their chances of finding the perfect job.
Job applications can be lengthy, particularly when customizing candidates’ resumes and cover letters for each position. Headhunters can simplify this process by aligning their skills and qualifications with the right job opportunities. They also offer valuable advice on enhancing their resume and cover letter to help them stand out from the competition.
Headhunters, with their deep industry knowledge, can offer crucial insights and guidance on how to present themselves as a top candidate. They can also help them identify any skill gaps and recommend ways to address them effectively. Beyond matching candidates to roles, headhunters offer essential advice on salary expectations and benefits, advocating on behalf of candidates to secure the most competitive compensation packages.
Building a professional network can be tough, especially for industry newcomers or those relocating. Headhunters can connect job seekers with key industry professionals and decision-makers, opening doors to new opportunities and valuable connections.
Client consultation: starts with a detailed consultation with the hiring organization to understand the role's requirements, including responsibilities, qualifications, and company culture. This forms the basis for a customized recruitment strategy.
Market research and analysis: involves analyzing industry trends, competition, and talent availability to guide the headhunter's strategy. It helps identify potential top-tier candidates and understand the market context.
Candidate personas: develop a detailed candidate profile based on insights gathered, outlining necessary skills, experience, and personal attributes. This profile acts as a benchmark throughout the search.
Finding candidates: using their networks, industry knowledge, and targeted research, headhunters find potential candidates who match the client’s criteria, often including those not actively job-hunting.
Initial approach: reach out to potential candidates discreetly, presenting the opportunity without revealing the client’s identity.
Candidate assessment: headhunters perform thorough evaluations through detailed interviews, skill assessments, and reference checks to assess each candidate’s fit for the role.
Interviews: arrange and manage interviews between the client and selected candidates, handle logistics, gather feedback, and ensure clear communication.
Negotiation and Offer Stage: headhunters facilitate salary, benefits, and contract negotiations, to ensure a smooth process that meets the needs of both the candidate and the hiring organization.
Closing the Deal: headhunters finalize the candidate's commitment by addressing any last concerns and ensuring a smooth transition into the new role.
Follow-Up and Onboarding Support: Headhunters offer continued support during onboarding, including guidance, follow-up check-ins, and maintaining relationships for future opportunities.
Headhunters are paid only when they successfully place a candidate in a job, as are many independent recruiters. Typically, their fee ranges from 20-30% of the new hire’s first-year salary. Since headhunters work on behalf of the employer, their primary motivation is to satisfy the employer’s needs.
The headhunter’s annual salary can vary depending on experience, the industries of the hiring companies, and the employer’s location. According to Glassdoor, the average annual salary of a headhunter can be from $102,000 - $187,000.
With numerous headhunters to choose from, finding the right one can feel overwhelming. To make the process easier, Aniday suggests focusing on these essential factors when selecting a headhunter:
Headhunters and recruiters often handle placements across various industries. However, while they may possess the skills to attract top talent, a thorough understanding of your specific industry is crucial for finding the best fit.
Instead of relying solely on search engine results, tap into your professional network. Reach out to colleagues and connections for recommendations.
When you collaborate with Aniday, your job openings are entrusted to lead headhunters who specialize in your industry. This means you'll benefit from the deep knowledge and targeted expertise of professionals who truly understand your field, ensuring you find the perfect talent quickly and efficiently.
In today’s competitive job market, finding top talent is more challenging than ever. You should evaluate your headhunter’s expertise, recruitment strategies, and proven success in securing top candidates in advance.
When assessing a headhunter's qualifications, Aniday suggests some critical questions to ask:
Your headhunter's ability to truly understand your company’s values, culture, hiring needs, and team dynamics is crucial in finding the ideal candidate. You must communicate these expectations, ensuring that both of you are aligned and working towards the same goal.
Despite the many advantages of working with headhunters, many job seekers often struggle with where to find and connect with them. Here’s what you can do:
Start your search by reaching out to professionals in your network for recommendations of headhunters they’ve successfully worked with. Even if your list is short, it’s fine—especially if you’re targeting a headhunter with expertise in a specific industry or niche market."
Beyond a simple online search, you can discover headhunters on various networking platforms by using targeted keywords. These sites also allow you to ask other members for personal referrals, helping you connect with the right professionals.
As Southeast Asia's largest headhunter network with over 30,000 professionals, Aniday is the go-to site for connecting with top headhunters across the region.
Headhunters frequently participate in these organizations, making them great places to network and connect with professionals who specialize in your field. By becoming a member, you'll gain access to a list of headhunters and opportunities to build valuable connections.