Headhunting can be one of the most effective recruitment strategies. You’re already saving significantly on your recruitment costs by using Ally, but there’s more than just monetary gain by reaching out to candidates directly.
Read on for five simple ways to get your chosen candidate on board every time.
Find the candidate
Ideally, you’d have a name in mind and the means of getting them into your office and on the payroll in no time at all. The truth is, headhunting is a number’s game. You need to identify a selection of candidates to start this process with – other people in your network, Google and Ally are all sources of great individuals. Social media allows you to get to know your candidates before you’ve even made contact, but don’t be swayed by selfies and family photos.
Identify users based on their skills. Ally has a simple matching tool just for this, and then move on to consider the wider employment history. Have they moved jobs every year? Are they just a couple of months into a new role anyway?
Promote your company
In short, market your company and the great work it does. The first thing a candidate will do after you reach out to them is research, so the more visible and exciting you are, the more likely they are to bite.
Be authentic and establish rapport quickly
Imagine each user is being bombarded with ‘wonderful’ or ’exciting’ job opportunities every day from companies and recruiters alike. Be more tactful and personal in your initial message. Why have they stood out to you? What do you think you could offer them that they don’t already have?
Keep momentumEven if someone hates where they work it’s often the easiest thing in the world to stay put, so getting them to commit to the next stage can be hard. It’s here that the relationship needs to progress, meaning you should consider how you can make interviewing as easy as possible for them. Is there a halfway point you could do the first meeting at so they’re not rushing back to their office? Is a coffee going to give them a platform to ask you questions before a formal interview?
This is where you need to hold your nerve – and block out your diary – it’s a time consuming task but worth it in the end.
Be keen, but not too keen
You want to keep candidates in the process, but there’s a very fine line between being eager and just plain desperate. Remember, these candidates weren’t actively looking to move and you need to respect the time they will take to consider a new role – and the risks they’re currently mulling over in their head.
If it’s likely this candidate is going to work directly for you, do you think the impression of a chasing, pressure loading manager is one they’ll get behind?
So, now you’ve read through the rundown of how to headhunt effectively, you’re ready to put your new knowledge into practice. It’s worth bearing in mind that although you may not get the result you want 100% of the time, but by staying positive, keeping on going and putting the effort in to really promote your company in its best light, there’s no reason why you won’t achieve success through headhunting.
Ally is not a recruiter, it’s founded on decades of experience in HR and recruitment so you can connect directly with job seekers who have exactly the skills you need. Create a profile and get started today.