Headhunting Tips and Strategies

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Keeping A New Business Afloat In The First Year

Saying goodbye to your boss and starting to work for yourself is a fantastic feeling, but many new businesses fold in their first year. I did not want to be one of those statistics, so I spent a lot of time researching what a new business needs to do to keep afloat during a year when it is at its most vulnerable. I looked into marketing, customer satisfaction and stock levels among other things. This blog is written to help make sure your new business idea stands a fighting chance against all the other competition out there. You don't have to be a statistic when these articles help you stand out from the crowd.

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Headhunting Tips and Strategies

8 April 2019
 Categories: Business, Blog


Headhunters are people that assist organisations to fill vacant executive positions. They employ a variety of strategies to identify and persuade candidates to take up the vacant positions. In this excerpt, you will learn some tactics that headhunters can use to find the right candidate for an executive position.  

Understand the company's needs. 

Some headhunters recruit the wrong candidates because they do not understand the company's needs. Most companies will tell you about the job qualifications and description. However, you need to ask probing questions such as the following: Who will the person report to? What is the company's vision? Does the job involve a lot of travelling? What departments will the person work with? What projects will the person be engaged in? Why did the previous officer leave the company?

Further, you may need to visit the company's premises to understand the current work atmosphere. 

Research your candidates. 

Conduct some research to find compelling reasons why the person would leave his or her current job to fill the vacant executive position. Evaluate the person's history to understand his or her character. For example, a person with a young family may not be comfortable spending time away from his or her family. People that have worked in different positions may be less resistant to change and may not mind taking new challenges at the workplace. Create a profile for each candidate and match it to the organisation's needs. 

Approaching the candidate. 

Most headhunters think that a better salary is enough reason for a person to leave his or her current place of work. However, some candidates are sentimentally attached to their places of employment due to the nature of their work and the relationships they have with their co-workers. Do not be patronising and insensitive, as you risk angering the person. Instead, focus on building a relationship with the candidate. Introduce yourself and ask the person what kind of job opportunities they would be willing to take up in the future. This is an opportunity for you to understand the candidate's needs and match them with the current job opportunity. Such information makes it easy for you to persuade the candidate.  

Negotiations. 

Headhunting involves a lot of negotiations between the candidate and the company's management. As the middleman, it is your role to ensure that the demands of both parties are realistic.

Headhunters must understand the needs of the organisation, research on potential candidates, build relationships with the candidates and ensure that both parties come to reasonable terms. Reach out a headhunting company to learn more.