A headhunter has to know all the techniques and tips to fish top sales talent. It is not easy for businesses to find highly qualified, experienced candidates unless headhunters or hiring managers implement effective strategies to target potential candidates.
Instead of waiting for the right employee to come along, headhunters should actively search the market for potential individuals. Headhunting often brings no fruitful results if done the wrong way.
7 Headhunting Tips For a Successful Recruitment Process
If you want productive results from this strategy and find the right candidate for the business, follow these 7 headhunting tips to perform an effective recruitment process for sales jobs in chicago.
Research Your Potential Candidates
Once the hiring manager or external recruiter has gathered a list of candidates, he needs to research well about the potential targets before delivering the list to the employer.
They got to have exceptional skills to perform better at the job. Check their educational background, work history, experiences, and skills by using social media or talking to people in your network.
Have Good Knowledge About the Job Role
This might sound an obvious one but before beginning to search and contact potential employees, have a clear idea about the job position.
Not only does the recruiter should have in-depth knowledge of business and job position, but the job advert should also highlight specific details such as qualification, experience, skills, career requirements, and proposed salary package.
Use Social Media For Headhunting
Using social media is an easy and unique way to find exceptional talent. Unlike other recruitment means, the recruiter can contact directly and leave a message to connect with active and passive job seekers.
Employers post jobs on Facebook and LinkedIn regularly, of all the social networking sites, LinkedIn has been the most effective platform to find and attract candidates.
Work On Your Communication Skills
No matter how polished the recruiter is, he needs to prepare before the interview. A headhunter should work consistently on his communication skills and run a well-thought-out campaign.
The candidates being interviewed may have heard about the brand for the first time, talk about the company and its goals and communicate job requirements clearly.
Verify The Candidate’s Resume
Verifying the candidate’s resume before the interview saves you a lot of time and inconveniences. Contact references and previous employers ahead of the interview to know about the working experience and the attitude of the candidate.
Verify experience and education details prior to the interview to save time and get straight to business.
You will also save more time if you use technological tools to do one last round of background checks on candidates that are now up for interviews. Utilize third-party criminal record checks that are fully authorized. This will help you get a complete picture of who the candidate is in just a short amount of time.
Set Up an Interview
Contact candidates and schedule an interview on the date that both parties agree on. It is wise to schedule each stage of the interview and avoid long gaps as the candidate might lose interest in your job role or get a lucrative offer from another company.
It is important to follow up with the candidates who have rejected the offer earlier or have shown interest in the project but could not secure a position in the company.
Remain in touch with the interested candidates, ask them to subscribe to the newsletter, and contact them again once the opportunity arises.