Who were the last headhunters

7 tips to get you on a headhunter's radar

Experteer offers the ideal platform for headhunters to discreetly search for candidates for senior-level positions - and to find them too. On the part of the candidates, however, the question remains: How can a candidate assert oneself and attract attention in a market that hosts millions of candidates? We have 7 tips for getting you on a headhunter's radar.

How often have you been advised to take a new career step in the past year? And that from a headhunter who offers you a top position that suits you perfectly?

This process is traditionally referred to as "headhunting" - an area of ​​recruiting that has grown exponentially in recent years. Without a headhunter, you will be denied access to the most exclusive job offers. In this post you will find some tips on how you can change something about it.

This is how headhunting has spread

Ten years ago headhunting was reserved for C-level positions only. A well-known headhunting firm was usually contacted to find the very best candidate for a particular position and to convince them of the new career opportunity. Names like Heidrick & Struggles or Korn Ferry were seen as equivalents for headhunting.

Social networks and online platforms like Experteer have changed the situation. This allows recruiters within a large company to search through the candidate market themselves - and contact potential candidates directly. The number of positions occupied by headhunters has increased significantly as a result. This also includes positions that would otherwise not appear on the public job market. It is worth paying attention to a headhunter's inquiries.

The definition of headhunting has changed in recent years. Therefore, executives should urgently follow these guidelines in order to end up on the wheel of a headhunter.

7 tips to get you on a headhunter's radar

Maintain your online profiles

First of all, the job placement through a headhunter begins with the fact that he / she identifies potential candidates in the market based on their profiles. A recruiter has a “wish list” that summarizes all the qualifications that the perfect candidate should have. The headhunter understands this to mean areas in which you have already gained work experience, technologies that you have mastered, customers you have looked after, the scope of your network ... In order to fulfill a headhunter's "wish list" and to be found, you should make your publicly accessible do.

The most important thing here is first of all that the headhunter sees your profile when he searches for the relevant terms. To ensure this, you need to present yourself as detailed and adequately as possible. A headhunter who reads your profile should be able to quickly see what your strengths, your area of ​​responsibility, your roles (the same position can vary greatly depending on the company), your specialty and your current industry. In order to attract attention, you can provide this information in a separate section of your profile (e.g. special skills). The more key terms appear in your profile, the higher up your search profile appears in a headhunter's search results. Specifically, focus on profile taglines.

Add company profiles for each employer.

Headhunters may be looking for candidates who work or have worked in specific companies with a specific structure. If the open position provides for working with different companies from different areas or with several subsidiaries, then the headhunter will specifically look for individuals who can look back on relevant experience.

Your profile should therefore contain a short description in 2-3 sentences from each employer, in which the most important facts about the company are summarized at a glance. What are the company's areas of activity? What is the company's customer base like? Is it a local company or is it expanding into different branches? Does the company have a special title like Fortune 500?

Your experiences cannot be taken for granted! It is precisely this information that can induce a headhunter to call you and not one of your competitors. Make it as easy as possible for recruiters.

Bring yourself into the conversation.

Your goal should be to position yourself as an expert in your specialty. Take part in company events, publish specialist articles, take part in group discussions on the Internet with qualified contributions. You can also follow specific hashtags and participate in chats on Twitter.

The more recognition you gain as an expert in your specialty, the easier it is for headhunters to notice it. You notice that you not only have experience but also the necessary expertise that you are looking for. Personal branding is no longer just a buzzword - it's the new career principle.

Never turn down a headhunter call.

Even if you're not actively looking for a new career opportunity at the moment, it doesn't hurt to listen to what a new employer could offer you. It also gives the headhunter a better picture of your expertise and ambitions, which in turn increases the likelihood that he will contact you again in the future. Maybe those 15-20 minutes of talking to a headhunter could sooner or later give you a career move that you would never have thought of before.

Invest.

Become a mentor for the top talent among aspiring young workers. You know the candidates in your company and have perhaps thought at one point or another: "He or she will get really far in his / her career."

Great employees will find a way to get noticed. Supporting them in their development can help you distinguish yourself as a mentor - an investment in your own future. You never know when this commitment will pay off for you. At some point, many headhunters were themselves employees in the area for which they are now looking for top talent. Firsthand experience of the characteristics of certain industries is priceless. So the more you go up front in your career, the higher the likelihood that this service will eventually be paid back to you.

Build a network.

Headhunters are experts when it comes to getting good advice. Some clients employ them partly because of their large network. For example, when a hospital is looking for a new senior nurse, it will hire a recruiter who has good connections with other hospitals and within the healthcare sector.

Headhunters will ask the contacts from their network about specialists and executives who are suitable for a position in their specialist area. The more you have stayed in contact with your previous training and professional positions (university, colleagues, customers), the more often your name will come up in relevant discussions.

Prevent a headhunter from missing you.

A skilled headhunter can read between the lines of what a customer is really looking for. He develops an evaluation system with which he can assess the strengths of a candidate, which are decisive for the open position. Headhunters also have the instinctive ability to identify a candidate's soft skills.

If a headhunter has worked with a client in the past, then that client will also place more value on their opinion. If a candidate's résumé has one or two gaps, the client will overlook them if a headhunter expressly recommends the candidate. Experience is only part of the equation when headhunters are looking for great candidates. Your goal is to identify the best talent for a position so that the client only needs to interview a handful of qualified appraisers.

However, not all recruiters have this experience. Some are relatively new to the recruiting business. They haven't been able to build as much trust and therefore only forward candidates whose online profiles or professional presence match the client's “wish list”. So if your public profile does not provide a detailed overview of your skills and specific experiences, you may never get the call you long for - which again underscores the need for your presence on professional social networks and online platforms.

Final remark

When it comes to headhunting, many specialists and executives still think of traditional headhunting companies - and therefore mistakenly believe that this service is only reserved for top positions in large, global companies. So if you don't make an effort to be found by modern headhunters, you may be missing out on interesting opportunities in your professional field. Follow the tips and discover new career opportunities. It is worth it!