Headhunting candidates – how hard can it be?
Headhunting could be considered one of the most effective recruitment strategies, as it allows recruiters or directors to target specific candidates. However, headhunting in general can be tricky if you don’t know what you’re looking for or have no previous experience. Do not fear though, Lighthouse Personnel has written this blog to give you a clear guide on headhunting so you can perfect your recruitment process!
Start with a clear job description
Yes, I know, most of our blogs start with this! But it is such a crucial part of the recruitment process. A great job description is key to helping make the process smooth sailing. To headhunt successfully, you need to know what you’re looking for, and the best way to find what that is to create a clear and concise job description.
Avoid sounding like spam
If you contact someone without building an initial relationship with them, they will more than likely ignore you, because they think you’re spamming them. Consider a more tactful approach, such as introducing yourself and the business first. This will open the conversation to questions, meaning you are more likely to get an answer and a productive one at that.
An example message to a candidate:
Good morning/afternoon (name),
I hope you don’t mind me reaching out. My name is (name) and I work for (business & what the business does) & I wanted to get in touch as I am currently recruiting for a (job position). This role is (insert information about the role), based in (location).
Does this sound like something that could be of interest to you at all? I have linked the full job description below for you to review in your own time if this could be of interest.
Please let me know if you’d like any additional information or if you have any questions!
Looking forward to hearing from you 😊
(your name)
Tip: It’s a great idea to add in an extra line to ask if they know anyone else who may be interested, this is a great additional resource and you are also far more likely to hear back from someone if they have been recommended by someone.
Take rejection with a pinch of salt
Headhunting is very similar to cold calling, meaning you probably won’t always get the positive response you’re looking for. Getting rejected by potential candidates throughout the headhunting process is extremely common and shouldn’t be met with bitterness.
Here’s an example of a positive reaction to rejection:
Thank you (candidate name) for your reply!
No problem at all regarding the role.
I hope you have a great day & please feel free to reach out if anything changes! 😊
(your name)
Follow up
Your potential candidate might not be ready for a new challenge but might be in the future. If/when they do become ready, you want to be in the front of their minds. There is no harm in reaching out again to ensure they haven’t changed their mind and would now like a chat.
An example of a follow up message:
Good morning/afternoon,
I hope you’re well!
I just wanted to touch base again to see where the land lies – is your situation still the same?
More than happy to arrange an informal chat if you could be open to a change.
Looking forward to hearing from you.
(your name)
Find the middle ground
Finding the middle ground between knowing when to push further and when to concede is a difficult but necessary skill to learn. This applies to any follow-up as well.
If the candidate makes it clear that they aren’t interested and won’t be in the future, any further interaction is likely to just annoy them. However, if the candidate makes it clear that they may be interested in the future, feel free to follow up with them later.
Make it personal
Taking into consideration the role, the candidate and the situation when headhunting is important. Make sure you tweak your message to make them suitable for each individual candidate, and your business. Making the candidate feel like they’ve been hand-picked and that you’re opening a potential door for them will help the success of your headhunting and recruitment journey.
FAQ:
Does the visibility of my business make a difference to the success of headhunting?
Sometimes! Bigger businesses often have more success when it comes to applications and headhunting due to brand awareness, but if executed correctly, there is no reason why a smaller business wouldn’t gain similar traction!
How much of the talking should I do over message?
We suggest you try and book in an initial chat over the phone or a zoom call with the candidate quite quickly. Talking to someone over message can be risky as it leaves the door open for misinterpretations, so we recommend speaking to someone over the phone and then following up with an email confirmation.
How do I know if I should follow up?
If the candidate has left the conversation open, such as “I’m not looking for another opportunity right now, but will definitely reach out in the future if anything changes”, then you might want to follow up in a few months. However, if the conversation has been shut down and the candidate expresses zero interest in looking for a new role, we’d advise to refrain from sending a follow up email.