Headhunting is the process of identifying and approaching qualified and suitable people employed elsewhere to fill senior positions in organizations.
It is also known as executive search. Headhunting can be carried out by the HR of a company or a recruiting agency. Unlike recruitment that is usually a hiring drive, headhunting is a complete process limited to hiring at least two top people.
Instead of hoping for qualified people to come along, some companies use headhunters to seek the right candidates for their businesses. It is because finding and even capturing a high-quality candidate is not a simple task.
Discussed below are some of the headhunting techniques that recruitment teams use to secure candidates. Checkout Austin headhunter for more details.
1. Leveraging existing contacts
Headhunters use one approach to find high-caliber candidates by reaching out to their existing network of candidates. It saves time since the process is much easier when a recruiter contacts people they already know. In addition to that, you as a company can be confident that your recruitment agency has found you a great candidate.
2. Becoming experts in a client’s industry
When a company wants to recruit a person to fill their senior position, it does not waste time looking at candidates who are not qualified. It is why headhunters take time to learn and become experts in your company’s industry, allowing them to target the right candidates. It is, therefore, recommendable to test the recruiter’s industry knowledge before giving them the go-ahead of getting you, executive candidates.
3. Building professional relationships
Headhunting requires finding potential candidates who are not looking for any other jobs. It calls for the need to build professional relationships with prospects.
A professional relationship is built way before the prospect is even approached with another job offer. A good headhunter does their homework before time to determine the qualifications of a candidate.
It allows the headhunter to adapt their pitch to suit their prospects, improving their chances with the said candidate. Read more here https://magichire.co/blog/headhunting-in-tech-recruitment-pros-and-cons-tips-techniques/
4. Meeting candidate directly
A candidate may be reluctant to share their decisions or talk to headhunters during office hours or office calls.
It is easier and more professional to approach them outside their working spaces to present to them your pitch. They are likely to be freer and more comfortable talking to you in person.
This way, they can also ask questions or get more information about the position being offered to them. The candidate can also provide a better response on whether they are fit for your business. It also builds trust between the candidate and the headhunter.
5. Nurturing candidates
Following up and nurturing prospects is another way of securing their interest. Unlike traditional recruiters, headhunters have perfected the art of nurturing their candidates.
They ensure all high-profile candidates are never left behind. Consistently keeping in touch with your prospect means that they have an opportunity to reconsider your business proposition.
6. Reaching out on social media.
Social media, including LinkedIn, has become an important part of the recruitment process. An executive recruiter calls or physically approaches prospects and communicates to them through their social media platforms.
These platforms might be LinkedIn, Facebook, Twitter, or Instagram. A good headhunter can attract and communicate with their contenders on whatever platform they are comfortable with.
Executive recruiters need to know their hunting grounds for elusive prospects. Some of these grounds are.
- Mature companies – most established companies have professionals trained by the best. It should be your first hunting ground since you want only the best for the top positions.
- Vulnerable companies – you can also hunt in companies that are rumored to be dysfunctional and shaky. You are more likely to get a candidate willing to move to a more stable company with a promise of job security.
- Events – you can also analyze events that have an attendance of high profilers and make a catch there.
- Universities – universities have career affairs and internship programs that can help you identify the best talent around. Click here to read more.
Conclusion
Sourcing for very skilled professionals for your business may take weeks, months, or even a year. It is a process that requires patience and professionalism. A good headhunter should have these skills; great social skills, the ability to spot emerging talent, persistence, and the ability to analyze job profiles, to mention a few.
