Skills needed to become best head hunters

Head hunters or senior recruiters are best profile hunters who can fill the position that exactly matches the job description. Head hunters work only for most senior person or rare profiles that are least found on job boards. They have their own head hunted database of all kind of profiles ranging from juniors to seniors. All head hunters are not expert in sourcing all the profiles of different sectors. They work only for specific category, say for example, ecommerce. 

They are well aware of current economy, competitors, and candidates. They know upcoming companies and their recruitment needs. These head hunters are capable of building strategy for companies by placing right candidates for the roles. They never struggle searching for candidates at the time of recruiting as they are ready with database of candidates.

 In case if candidate rejects, they start constructing wide network from one another and seek reference till they found the candidates. These make so unique of searching candidates through convincing without using any tools or online sites.

Now you understood the techniques how headhunters work and the way of approaching candidates. If these are the basic skills, then the core process is researching and convincing. How you find hidden profiles of talent candidates when not available on job boards? And how to convince them to change their mind?

1.Direct head hunting

2.Indirect head hunting

Direct head hunting - It involves calling candidates directly after research on websites, magazines, newspapers, reference from junior candidates working under him/her, seminars, industrial exhibitions, personal research through friends, and friends of friends. Direct head hunting, where head hunters know the person and their performance including background.

Indirect Head hunting: Company is rapidly developing and a key person is involved in it, but they are hiding their identity, internally and externally. Who are these candidates? What are their designation and job responsibilities? finding these candidates is the great challenge for headhunters. Top candidates never disclose their identities like mobile numbers, email ids etc except to their clients, friends, and family members. Some candidates mention numbers and email on websites while others keep it secret.It involves step by step procedure to reach these candidates.

Step 1: Research: competitor’s business & growth

Step 2: Key person

Step 3: Approach

Step 4: Convince

Step 5: If interested, keep in touch

Step 6: If not interested, follow them

Head hunters greatest challenge is finding out key person responsible for business strategy. After researching competitor’s business growth, headhunters start searching candidates, and catch hold junior employees working below these top candidates. These junior candidates may help out finding top candidates. Better relationship with junior candidates help out to get more reference of senior candidates. It seems to be more difficult task but it is the most targeted profile.

Expert head hunters or professional head hunters having decades of experience in this field have strong knowledge approaching candidates. It requires lot of tricks of talking i.e. creative talking and it takes time to reach these candidates. As already mentioned, head hunters should maintain database of these profiles and when require comes they should be ready with profiles and start convincing the candidates.

Check the average recruitment consultant salary