The talent shortage is a severe concern for companies in the post-COVID times. At the same time, the job board needs to find the candidates an organisation is searching for. A headhunting firm can come to the rescue by identifying the best candidates who match the requirements of the companies. Nevertheless, the candidates who’ve been headhunted require a unique approach to convince them to choose your organisation. In that case, ensuring that your hiring method isn’t costing you, skilled candidates is essential.
The Do’s and Don’ts of Hiring Headhunted Candidates
Finding the best talent is the goal of any company. But, on the other hand, finding and attracting them is another daunting task. Although headhunting can be effective in such scenarios, it’s essential to abide by certain do’s and don’ts when hiring headhunting candidates.
Don’t
Avoid approaching headhunted applicants like you would if they had applied for the role.
Do
Always keep in mind that you reached out to them and ensure to keep the tone of the conversation based on that fact (whether it’s a call, email, interview, or in other situations). Put another way, the mindset should shift from “we’re interviewing candidates who would be lucky to work for us if they were chosen” to “our organisation is actively looking for skilled candidates and would like them to choose us.”
Don’t
You shouldn’t expect a conversation where the candidate tries to make a good impression.
Do
The best way is to stay ready for a two-way conversation where you should talk about the perks of joining the company and the position. Remember to emphasise why your organisation is a great workplace and how it can help someone’s career grow. If you feel you aren’t good at it, you can ask a colleague to join you during the interview or call. Note that when you’re working with a headhunting firm, selling your company is what they do for you.
Don’t
Never leave the complete process up to HR.
Do
Always include your direct or line manager in the hiring process. The reason for doing it is that they’re more aware of the working environment, speak the industry language, and can contribute to an in-depth discussion about daily activities.
Don’t
Avoid talking about just the job, responsibilities, and expectations.
Do
Whether in the interview or call, the conversation should focus on the job and the work environment, team, and corporate culture. Especially for executive positions, more than a salary increase or a new job is needed to convince a person to leave their current organisation. In contemporary times, candidates always think about how they want to work. That’s why factors like culture, flexibility, and work-life significantly influence their decision to join a company. This change has been taking place for years, and the lockdown was when candidates got more time to reflect and re-evaluate their needs and wants. That’s why headhunters wish to ensure that if they’re leaving their present job, it should be for valid reasons besides an increased salary package and position.
Don’t
Remaining strict with your interview scheduling
Do
Be willing to do interviews at lunch or outside of usual business hours. However, understand that these applicants are employed, and you may need to be more cooperative to fit their schedule.
Don’t
Never ghost candidates or rush the process.
Do
There should be a healthy balance between moving slowly and rushing. The best way to look at it is as the first days of getting into a relationship with someone you like. Take your time with things and move slowly. At the same time, never leave them hanging. It must be understood that headhunted candidates generally require more time to decide, which could involve considering other options or navigating a counteroffer from the present employer.
Don’t
Never focus your job offer only on salary.
Do
Make sure to consider the entire compensation package that comprises the commission, salary, bonuses, health, savings, and retirement plans, a hybrid or remote work culture, paid meals, a travel allowance, and other benefits. Additionally, work-life balance, growth opportunities, job security, equity, job autonomy, and other intangible aspects are highly valued by candidates these days.
Don’t
Think you’re done after the offer is accepted.
Do
Although your offer has been accepted, make your new hire feel special and welcome. Whether it’s something as straightforward as a passionate and well-written email, a team lunch on their first day, or something more innovative like a personalised welcome GIF, let them know how thrilled you are for them to join your team! Ensure that you’re onboarding and training processes are efficient and thorough and have a solid retention plan. Finally, consider where this person will fit into your succession strategy.
Best Advice If You’re Working With a Recruiter
Don’t
Never get past your recruiter and make an offer directly to the candidate.
Do
It’s always wise to respect your recruiter’s relationship with the candidate. At the same time, allow them to present the offer or at least let them go through the proposal before sharing it with the candidate. Since recruiters are aware of the candidate’s expectations and career goals, they can present the offer in ways that will convince the candidate to join your organisation. You have to believe that they have the best interests of both parties at heart and will come up with a win-win situation.
Don’t
Ignore the emails or calls from the recruiter.
Do
Be available. Make it a priority if they’ve sent you applications to examine or interviews to conduct. If you drag your feet, headhunted applicants will be picked up soon.
Final Thoughts
To cut a long story short, the headhunting process can effectively find and recruit top talent. However, following the do’s and don’ts outlined above is crucial to ensure a successful outcome. If you’re searching for that ideal candidate to help you achieve your business goals, Konfer Executive Group can help. Being one of the leading headhunting companies in Germany, we look for candidates in all business sectors, including sales and financial services, business operations, information technology, human resources, and interim management for organisations going through difficult times or a period of quick transition. To know more about our services, contact us today.
