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September 16, 2024
When it comes to recruitment, the most common method for finding new hires is for companies to advertise a job opening and then wait for applicants to find them. They might use a recruiter to organise the process and pre-vet the applicants before meeting the shortlist.
This method relies entirely on the candidate actively looking for a new role, which could impose limits on the quality of candidates available. For highly specialised roles where only a few candidates are likely to be suitable, it would be more common to approach the hiring task using a headhunting approach.
Headhunting is an often misunderstood type of recruitment that can make employers and employees very nervous – but it needn’t be this way. In this guide, we’re looking at how headhunting works and how employers and prospective employees can make the most of this recruitment method.
Headhunting involves a company or recruiter identifying suitable candidates for a role and reaching out to them directly. Rather than waiting for applicants to find your company, you can take a proactive role and start conversations with potentially interested parties.
This is an effective form of recruitment as it allows you to broaden the recruitment pool and not only focus on those candidates who are actively looking for jobs.
Candidates who are looking for jobs tend to be unemployed, or they are in roles and are unhappy. This can make them more likely to apply for anything and everything, which isn’t always an exciting prospect for employers.
Finding candidates that are happy in their roles, but willing to have a conversation about how their job satisfaction might be improved elsewhere can result in higher calibre candidates. It’s also a far more effective method for recruiting for very niche roles, or C suite positions at the top of an organisation.
The most common reason to turn to headhunters rather than heading down the traditional recruitment channels is to find a highly specialised candidate. This would typically mean someone who already has experience in a similar role, rather than looking for someone who is ready to take the next step in their career.
Finding a candidate who is already engaged in a similar position will reduce the risk for the employer. You can be confident they know what they are doing as they are already working in a similar role.
It’s also a great way to ensure a competitive advantage. While some employees are loyal to their employer and wouldn’t dream of jumping ship, others are more inclined to have this conversation if there is sufficient incentive.
Being headhunted for the first time can be very flattering. It means that other companies are actively interested in hiring you and they are willing to offer you more than you are currently receiving in order to tempt you to leave your existing role.
At a certain point in your career, headhunting is likely to become the norm, particularly if you have developed niche and highly specialised skills. Even if you are happy in your role, it’s always worth having a conversation, as you could be offered a considerable pay rise, better working conditions, or other incredible perks.
Many employees fear talking to headhunters as they are worried about confidentiality. If you are worried about your employer finding out, rest assured that discretion is one of the most important qualities for a headhunter to possess.
Some employees will use this insight to strengthen their position with their current employer. For example, if you know that a major competitor is gearing up for an expansion in a particular area, this information could be valuable for your employer. It’s down to the individual to determine if they would like to share this information.
On occasion, you may be asked to sign a non-disclosure agreement before any details about the role are made available to you. In this case, you wouldn’t be able to share information with your current employer.
Headhunting is commonly used to hire for very niche job openings that are pivotal to the business. If you can’t afford to make a mistake in the hiring process, it’s far better to choose the headhunting approach over a traditional recruitment method.
It also helps to broaden the recruitment pool by looking at all potential candidates, not just those actively looking for work. As a company, showing interest in an individual subverts the recruitment dynamic. Rather than the candidate trying to show how well they are suited to the role, the employer takes this position and must show how they can improve on the candidate’s current situation.
Headhunting is also a great way to hire for those roles you don’t want to advertise publicly. This could be because it would be strategically damaging to reveal that you are planning a particular move. It could also trigger rumours about the status of your company if you are hiring for a change manager, for example.
Headhunting is a highly specialised type of recruitment that can take much longer and the process might not stick to your schedule. You’ll need a flexible approach if you are determined to find the right candidate.
Some candidates don’t like to be headhunted, so you’ll need to work hard to convince them to have the initial conversations. Those who are happy in their current role with no ambitions to leave might be reluctant to risk their position with their current employer.
Misunderstandings around the process can also make some candidates more nervous. They might be fiercely loyal to their current employer and could take it as a demonstration of poor character to have conversations about leaving.
If you don’t want to advertise a particular role, or if you are looking for a highly specialised candidate, headhunting could offer a route forward. While some candidates will be flattered by the offer, others might be fiercely loyal to their employer and it could take them some convincing to start a conversation.
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