A few key tips to bring out the inner Headhunter in you

Introduction

The historic deed of headhunting is quite frightening, yet fascinating. The literal usage of taking and preserving a person’s head after killing them has progressed from ancient times to the 21st century. Figuratively, the dynamic nature of the word has passed over to the modern-day recruiting sector. In our society, today a headhunter associate to third-party recruiters, talent acquisition administrators, and search firms who endeavor and spot “trophy” candidates.

To successfully procure top-notch talent, there are a few which is required to bring out the inner headhunter in you:

Attracting your prospective trophy – Have a definite plan and be noticeable.

·         Offer an engaging (yet not too complicated) website with search engine optimization and keywords that enhance your website's visibility when applicants search for openings.

 

·         Have clear and brief job descriptions that drag the right candidates to your postings. Ensure your verbosity is direct and harnessed toward the profession at hand. There should be “weed out” features to deter unqualified candidates. Advertise and post your post on job boards and social media platforms, as well as, your website.

 

·         Correlating and networking with others in the business is key to finding the best talent. You can accomplish this through social media sites, discussions, referrals, and blogs.

 

·         Reach out to passive applicants and cold calls. Cold calling is distant from the dead. Most of the A- players are not actively watching, but are always engrossed in hearing about what’s out there. A cold lead can very well move swiftly to a warm or hot lead if you have something enticing and that stimulates their interest.

 

Are they trophy element? – Keep them or (respectfully) leave them

 

·         A thoroughgoing pre-screen is essential to ascertain if the applicant can be an ace in the hole. Ask “weed out” issues that are particular to the requirements of the position. 

 

·         Validate data on the resume, confirming regions and dates of vocation (including month and year). It is necessary that the resume truly reflects their past employment and education. 

·         Gain an overall picture of their achievements and goals. The top dogs will be able to explicitly list their accomplishments and plans for the future.

 

·         Assess their attitude during the interview. Are they comfortable and charmed to hear from you? Or are they nervous, annoyed, rigid, and stubborn? Good leaders demonstrate a genuine, easy-going positive energy and attributes such as confidence, clarity, courage, respect, and passion.

 

·         Perform professional reference checks, from past supervisors, headhunting recruitment companies you are engaged with that offer both objective and subjective replies. You want ardent references, a diamond that shines!

 

 

Preparation in getting your trophy – Develop a relationship

·         Evaluate and assess the applicants for accountability during the interview time. Do they answer your calls? Are they determined in the process? Do they hold strong communication skills and follow-up? The strong performers know to reach out to you following the interview and to send “Thank You” notes to their interviewers.

 

·         It is crucial that you also demonstrate respect by interacting and following through with the contestants. Be the bridge that holds the lines of communication open among all parties involved. Strengthen your candidates and make them feel valuable, respected, and wanted. Let them comprehend that you are their advocate and that you care.

 

·         Coach and escort the candidates through the interview process to the offer stage. Provide them with interview advice on verbal and non-verbal behavior, interview questioning, attire, etc. and assure they have examined the company they are pursuing. An exceptional Headhunters Recruitment firm makes them accessible to answer any questions they may have and be sure to be effective in the offer/negotiation phase to close strongly.

 

Once your applicants are hired, it essential that you stay connected to them. You have formed a relationship through this process. Moving ahead, their performance will dictate the progress of your career.