Better Team, More Growth
Key points for head hunting


Head Hunting is one of the most effective recruitment strategies because it allows employers and corporate executives to target potential good candidates. That’s why Head Hunting has a high priority in hiring key executives.

However, despite the effectiveness of this technique, few employers adopt it and operate even less successfully. In order to be able to perform better in the process of  head hunting, I have prepared a list of tips that can be of good help:


Search as much as you can:


To find good candidates, you must also do a good search. Searching for potential candidates for a managerial position in a company is a precise and time consuming process, and this search does not end with finding candidates, but then with getting to know the candidates better and estimating how well they can perform in the proposed position. Search required. One of the reasons that Head Hunting is outsourced as part of a project is the need for a thorough search.


The company should be as well known as possible:


کThe more candidates hear about a company, the easier it is to move. Therefore, being a brand and moving towards introducing the company in the business environment is not only a marketing task but also can be very effective in retaining the current key forces and attracting new key forces.

In order to be seen according to the type of company and the type of goods and services, you should choose appropriate communication channels and note that marketing the current employees of the company (employee marketing) and establishing the connection of current employees and potential market forces with the brand is a complementary program mechanism. Marketing is a company that should be on the agenda in today’s competitive world.


When hiring, pay attention to the type of advertisement you give:


Mentioning in the job postings that you are a very good company is not attractive to potential candidates alone. High-level and key candidates need to know what company they are entering into. Do they like to work in this company or not? What benefits and career prospects await them? And these are the questions that they themselves want to answer until you want to reassure them with one sentence.

Introduce the company in job postings. Explain why such a job is available and what your intention is to hire. Mention the company’s recent successes and explain its environment and make information available through communication channels such as websites and social networks.



Let company employees know about this job position:


It is understandable that sometimes hiring a manager can be sensitive, so employers may be somewhat secretive about the head-hunting process. But even employees have their own mobile phone and contact list and professional human network that must be searched and their job position shared before any ads. The more people who are aware of the new job position, the more and better quality candidates will be found.

Hiring a key manager can be difficult depending on the job position. If after a while this process is not successful, either outsource it or talk to more people about the job position and reduce its level of confidentiality.



Share your job position in the market with those you can:


It is a fact that not all people in a market with you are tough competitors with whom you can not talk or do things together. If so, you should definitely reconsider because you have a potential obstacle. Share your new job position with your market counterparts and use your relationships in such cases. This will give you interesting tips and opportunities.


Choose the right channels to communicate with potential candidates:


You need to see which communication channels potential candidates use the most. They may be more interested in LinkedIn, or they may have registered their resumes more on specialized job sites, or they may have gathered more in private clubs.




When head hunting, you may be surprised that candidates are reluctant to work for the company and reject your offer. Especially for companies that are accustomed to meeting the demand for work and setting the working conditions as they wish, this process can be accompanied by more surprises.

So it is important that when you have a good candidate, you keep in touch with him or her, even if you do not succeed. Allow candidates to stay in touch with them. In their business ecosystem, key human resources always play an important role in branding and building future business relationships. In the long run, these relationships will definitely benefit you.



Balance passion and respect:


It makes sense that when the opportunity arises to hire a key figure, show some enthusiasm or even pressure the candidate. The amount of pressure depends on how much you want the candidate to enter the company. In fact, there are times when you need to come up with creative hiring strategies to reach out to some candidates. Although enthusiasm is essential, it is important to respect a candidate and create space to reject your offer.


Define a job as clearly as you can:


Before hiring, make sure that you define what expectations and responsibilities you have in a job title and how your expectations differ from the responsibilities of that job title in the market.

Candidates have a good track record in this job and know well their job and the expectations that come from them, but they are also ready for new challenges, challenges that fall within the scope of this job title, even if it is normal in the market. And among companies, these duties should not be assigned to employees in this job. That’s why you decided to head to Hunt to find people with potential, but before that, make everything clear so that you can negotiate better with the candidates.


Do not be too strict or too open:


As mentioned, candidates should not be pressured too much and should be given enough space to consider job opportunities. But there has to be a timeline for each task, and candidates need to know that everything and all decisions happen on that timeline, and that other people are competing with them. In this way, in addition to finding the best candidate, you will also talk to the most enthusiastic ones.


Be sure to give feedback:


It is very important to give the candidates feedback step by step in the recruitment process. Do not leave them alone and do not expect them to follow you through all the steps and communicate with you. However, they are usually professional enough to keep in touch with you in the hiring process and always ask you about the past and the future.

But by giving feedback to the candidates, show how accurate you are in this process and know exactly who you are looking for.



Warm up slowly:


The further you go in contact with the candidates, the warmer your tone should be to reflect progress in the hiring process. Always be prepared to remove a candidate from the hiring process at any stage, but do not change the way you behave at that stage.


Validate everything in the candidate resume:


Whatever your first encounter with the candidates, you need to hire someone who has the minimum experience, qualifications, and certification you need. These are just claims until they are validated and you have to validate them. Of course, there is no need to validate 100% of the contents of the candidates’ resumes, but check what is necessary and important.

Unfortunately, head hatching is harder than it sounds. I hope the points I have made can make this process easier for you. If this seems like a daunting task, it would be a good idea to work with out-of-company headhunters to get them all done and find the best candidates for you.




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