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Welcome to issue 423 of the ukrecruiter newsletter. The job search function on the UK Recruiter site is powered by Changeboard, the largest Recruitment, HR & Training job site with over 90,000 unique users per month. We are currently offering a free trial to all recruiters (agency, rec2rec and in-house) to advertise recruitment industry roles. To start posting respond to the newsletter with the words recruitment jobs. |
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CONTENTS
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Article One: How to Succeed in Headhunting by Gaynor Lowndes Gone are the days of headhunting being a “secret men’s or women’s business” only executed at the top echelons of the executive search world. As we move into world wide recovery, identifying talent within the marketplace will become a highly sought after skill. Recruiters can no longer rely on passive candidate sourcing strategies, a more active approach to sourcing talent is required. Learning how to Headhunt is like an apprenticeship. It is an art learned over many years by watching more experienced headhunters and learning the techniques that are successful. Many recruiters won’t attempt a headhunt, simply because they don’t know how. I intend in this article to provide you with some of the techniques and tips that I have witnessed in the 20 years of being a part of this exciting and ever changing industry. What is headhunting? Headhunting can be defined as making a discreet yet active approach to select candidates to ensure the best possible hiring outcome for your client. The big difference for me in defining headhunting is that it is an “active” rather than “passive” candidate sourcing strategy. In addition, it is a far more targeted approach than traditional sourcing strategies which means a time saving on the desk.. Traditional vs headhunt methodology. Typically a traditional recruiter will take a job brief, get an advert placed as quickly as possible, do a database search and hope for the best. A headhunter on the other hand may do the above but will also add in an extra sourcing step – that of researching where possible talent for the role may be currently working and making targeted approaches. In the past, headhunting was used for management positions and above. It also required, in most cases, the client to part with some pounds up front to “retain” your services. This is no longer the case. Headhunting can occur at any level and indeed, some specialist recruitment firms that are clients of mine headhunt for all roles they are briefed on, even those they work contingently. This is because they believe targeted headhunting builds their brand and network. I must say I find it hard to disagree. Advantages of Headhunting 1. The client finds the best candidates for the role, not necessarily the most visible in the marketplace. 2. Saves the time of both the client and consultant in only interviewing the most appropriate candidates. 3. Your candidates are exclusive. As you have approached them, they are not necessarily looking at other options. 4. As a recruiter, you are positioned in a more professional space in the marketplace. That’s great for your personal brand. Rules for headhunting There are some rules for headhunting that you should be aware of before you start. Never headhunt from an existing client. When you break this rule you give headhunting and the recruitment industry in general a bad name. Some unethical recruiters have been known to poach previously placed candidates from existing clients. A client is defined as someone who has paid you money in the last twelve months. Don’t get this definition confused with someone who has listed a job. Basically there are three types of companies that a headhunter works with: 1. Client companies – those that you (or your company) has placed candidates with in the last 12 months. 2. Prospective companies – those companies that are currently in your sales funnel and you are actively working on. 3. Source companies – those companies that you are actively sourcing candidates from. How do you decide on source companies? Take a look at your current database. Sort out the companies that fall into the first two categories above and then those that are left fall into the potential source companies category. Having said that, be ruthless with prospects. Will you make higher levels of profit placing into or sourcing from that company? Many of us believe that organizations that list lots of jobs with us are potential gold clients. However, if you are one of ten recruiters briefed and there appears no opportunity for exclusivity, then the opportunity cost in working the jobs may be too high. Perhaps this company would be a more profitable source of candidates. .... Continued after the advertisement break .... |
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... How to Succeed in Headhunting by Gyanor Lowndes - continued ... Top Tips For Headhunters Do some research before picking up the phone One of the best places to target for possible candidates are your client’s direct competitors. Incidentally, I also make a habit of always asking my client if there is someone in particular he or she is interested in talking to about this opportunity. Quite often, your client already has an idea who he or she is interested in or at least which competitors are worth approaching. It is much easier to get past the gatekeeper if you have a name, so invest some time in the research first. Tips for Success 1. Be in the zone before you pick up the phone.
2. Create a script. 3. Mind what you say! 4. Don’t necessarily meet every target you approach 5. Candidate care is essential. 6. When the target says “no thanks” 7. Manage the process. Gaynor Lowndes, the Managing Director of The Recruitment Training Company and The Factory (an innovative private training college for the recruitment industry), has over 20 years recruitment experience, gained in both Australia and the UK. If you liked this article, consider Gaynor’s highly successful book “The Art of Recruitment”. Visit www.trtc.com.au to place your order.
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Online Recruitment Update UK Recruiter Plus - Favourites UKRecruiterJobs:
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Advertisement UK Recruiter's networking event & the NORAs ceremony - 5 November 2009, 6-10pm The Recruitment Networking Event is organised by UK Recruiter. This event will run in conjunction with the annual National Online Recruitment Awards (NORAs) being hosted by alljobsuk. This year we expect the event to be well attended and therefore have released the opportunity for registration well in advance. Our networking evenings are a great opportunity to meet with other professionals operating across all segments of the industry. Anyone working within the recruitment industry are invited to attend; whether a recruiter, researcher, job board, publisher, corporate recruiter or supplier to the industry. We will be running the now the popular "speed networking" sessions as well as the awards themselves. It will to be another great night and social event. For this event we will be charging a small admittance fee of £3.50 which includes two free drinks on the night! Event sponsors and UK Recruiter Plus members gain free admittance. There are limited places so register now to avoid disappointment at http://recnetnora.eventbrite.com/ If you are interested in sponsoring this event please contact mike@ukrecruiter.co.uk for more details. |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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