Millennials – those born between 1980 and 2000 – currently represent the largest share of the North American labour market. This means there is a vast talent pool to leverage.
But is it as simple as contacting a young professional and extending a job offer? No. As you probably know by now, millennials are different from their general predecessors: they’re tech-savvy, they can be found online, they want more than just a paycheque, and they’re cynical.
Indeed, headhunting continues to be one of the most effective recruitment strategies. If the potential candidate is prevalent in the job market – a LinkedIn profile, an updated resume, and a well maintained blog – then headhunters and hiring managers can poach that individual and bring him or her to the organization.
With a large amount of talent out there, how exactly can you find the right prospect?
Here are five recruitment strategy tips for headhunters:
1. Make the Company More Visible Online
Whether you are seeking out an unemployed millennial or a professional already working a full-time job, you need to ensure that the company you’re representing is visible, particularly in the online world.
As previously mentioned, workers today do their due diligence, comb through the details, and peruse through testimonials posted on the Internet by previous employees. Moreover, believe it or not, many of them actually do read the corporate website.
Should you converse with these young people online, be sure to share relevant links.
2. What’s the Role You’re Recruiting For?
Being vague will not encourage the candidate to apply for a position or work for the company right away. You need to know what the role really is and what the specifics of the position are.
Many headhunters fail to grasp the role they’re recruiting for. They are unable to answer many questions. This is the worst strategy to employ. To counter this, just ensure that you have all of the necessary aspects of the role on your desk: day-to-day duties, wages, hours, benefits, responsibilities, and anything else that is pertinent and relevant.
3. Calling? Make a Positive Impact
Yes, cold-calling remains prevalent across the headhunting industry.
Although we tend to avoid the telephone like the plague, it is still an important method of communication. You can’t really fill a post on Snapchat or through text message.
So, as you contact the candidate, you better make a positive impact.
Here are a few tips:
- Attract their attention right from the very beginning.
- Be prepared for a wide array of questions.
- Inform them immediately why you’re calling them.
- Remain confident from the initial greeting to the parting goodbyes.
- Obsequious will ensure they’re interested.
By adopting these measures, you can maintain an excellent cold-calling strategy.
4. Don’t Patronize the Candidate – be Honest
There is flattery, and then there is downright patronizing. There is explaining the job, and then there is downright patronizing. This behaviour will irk the candidate, and then prompt them to hang up the phone, avoid the email, or reject the offer.
5. Verify Their Resume
Today’s generation of job candidates will have their resumes floating around on social media.
Before you contact the person, be sure that you verify the facts of their resume. This can be accomplished by cross-checking the resume with other outlets, contacting former employees, and reviewing their social media channels.
If there is a fib, then you can cross that person off your list. This makes life easier for both you and the client you’re headhunting for.
Headhunting is a lot easier than it was a decade or two ago. Thanks to technological advancements, online sources, and the immense competition, businesses can pick and choose which talents they want to bring on board. But it is up to you, as a headhunter, to ensure you are representing the company to the best of your ability. If you slip up, then the person may reject your offer.