The desire to have the best specialists and managers in the field in a team is a natural feature of every modern organization. The best employees in their field are highly valued and occupied, so they do not spend time looking for a job both because of the job or because of a lack of motivation to change jobs. Attracting this level of staff requires headhunting, which is at the heart of every selection of professionals and managers we make. According to the statistics compiled in Lithuania during the period from 2010 to the end of 2020, the success of more than 80 % of the selections made by Indigroup was determined by properly performed headhunting. No matter what position we are looking for, direct recruitment of passive candidates starts right from the start of the selection project. Even if a complex search is chosen, which includes public and referral search, we plan all actions according to the basic strategy of headhunting selection.

Currently, in the field of personnel selection, the value chain has moved away from the network of contacts towards the ability to motivate the best professionals and managers. We noticed this already in 2015 and we introduced a quality indicator that includes the ratio of the target list of passive candidates to the list of those willing to participate in the selection. This indicator is from its application until 2020 increased by 23 %. By entrusting the selection of staff to us, you are ensuring the highest motivation for passive candidates to participate in the selection.

> 80 %

According to the recruitment data collected during the period from 2010 till the end of 2020, headhunting was the determining factor in the successful recruitment of managers and specialists by 80 %. Therefore, headhunting is a key part of every staff selection carried out by Indigroup.

The headhunting process consists of standardized actions, the structure of which is adapted to the specific needs of the staff. Each part of the process has its own KPIs, which must be maintained in the proper range throughout the headhunt. When implementing a headhunting project, we are guided by 5 principles:

  • Compiling a list of suitable candidates according to the target companies, competencies, reputation
  • Approval of communication messages to members of the headhunting list
  • Communication with passive candidates is ensured at a time convenient to them and in the most acceptable way
  • Rapid reaction to changes in candidates’ motivation during the selection process and analysis of reasons and their disclosure to the client
  • A policy of full transparency and clarity is ensured by providing all candidates who wish to do so with all the information relevant to the position.
  • Presentation of the conditions of the existing candidates to the client and adaptation of the offer submitted to the candidate

The value of a headhunt is maximized when successful negotiation with the selected candidate is ensured. That is why we have included the negotiation process in our overall headhunting strategy. We strive for the selected candidate to feel comfortable during the negotiation with the client, to trust the confidentiality policy, to communicate openly with the client. The client side is provided with all the analytical information about the candidate collected during the selection process and provided with the levers that will determine the candidate’s decision.

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81 %

Average number of passive labour market participants in the Indigroup selection project

+17 %

Increase in the average number of candidates participating in the headhunting process compared to 2017

94 %

Average employment rate of the selected final candidate in the client's company


Contacts would be established with passive labour market participants who are not considering job search

2018 statistics on recruitment projects carried out in the countries. The information is provided using the data of all projects performed by UAB Indigroup, except for completely confidential selections of C level managers. The statistics also include projects implemented by foreign clients in the Baltic States for positions outside Lithuanian, Latvian or Estonian jobs.