On average, only 20% of the active talent market proactively apply to job adverts. This is where headhunting comes in - a targeted approach to identifying and recruiting top talent. Unlike traditional recruitment, which relies on job postings and only captures a small percentage of the talent pool that is actively looking, headhunting involves seeking out candidates who aren't actively looking for new opportunities but have the skills and experience your organisation needs.
What is Headhunting?
Headhunting, or executive search, is a recruitment method where recruiters or hiring managers actively seek out potential candidates. Unlike passive recruitment, where candidates apply for advertised roles, headhunting targets individuals who may not be actively job-hunting but are open to the right offer. This approach is often used when specific skills, experience, or industry knowledge are required and often results in a better calibre of candidates, bespoke to the role in question.
Why Headhunting is Important
Headhunting is vital for several reasons:
- Access to Top Talent: Headhunting taps into a pool of qualified candidates who may not be actively job-hunting but are open to the right offer.
- Competitive Advantage: Proactively seeking out top talent ensures you secure the best candidates before competitors.
- Fills Critical Roles: Headhunting is ideal for senior-level or niche positions requiring specific skills and experience.
- Tailored Recruitment: Headhunting offers a more personalised approach, targeting candidates who fit your organisation's culture and goals.
Improving Your Headhunting Strategy
To enhance your headhunting efforts, consider these strategies:
- Develop a Strong Employer Brand: A compelling employer brand attracts high-quality candidates. Ensure your company is seen as an industry leader with a strong culture and competitive benefits.
- Leverage Your Network: Use your professional network to identify potential candidates. Personal referrals often lead to high-quality hires.
- Research and Target: Spend time researching potential candidates and understanding their career goals. Tailor your approach to each candidate’s motivations.
- Enhance Your Outreach: Personalised communication is key. Craft messages that resonate with the candidate's aspirations and align with their career goals.
- Utilise Technology: Use advanced recruitment tools like LinkedIn Recruiter and AI-driven talent search tools to streamline your search process.
- Offer Competitive Compensation: Ensure your compensation packages are competitive within the industry. Top talent is often well-compensated, so be prepared to offer attractive packages, including benefits and long-term incentives. Check out our salary guide here if you need any support with benchmarking.
- Focus on Relationship Building: Headhunting is about building long-term relationships with potential candidates. Even if they aren’t interested now, maintaining a positive relationship could lead to future hires.
- Follow Up and Provide Feedback: After initial contact, follow up and provide feedback throughout the process. This builds trust and keeps candidates engaged.
Conclusion
Headhunting is a powerful recruitment tool that can give your organisation a competitive edge in attracting top talent. Refining your headhunting techniques will ensure your organisation can recruit the talent that will have the biggest impact and ultimately lead to a valuable competitive advantage.
