Do You Have The Headhunter Mindset?
Many people in the recruitment industry wish to become a headhunter, and on the surface it’s very easy to see why. Higher fees, long-term retainers and staged payments are obvious financial incentives in a competitive commissions-based industry.
Yet the advantages of headhunting aren’t just financial. Many headhunters choose this field because it’s a wonderful feeling to know that you’re presenting the very best in the business to your client. Having high-quality candidates is another reason why many are drawn to headhunting, and there’s a real thrill in placing candidates in some of the most senior roles in the country.
So it may seem a given that headhunting is a good career path for anyone in the recruiting business. For many, it’s considered the pinnacle. Yet it takes a certain mindset to succeed in headhunting, as it requires a particular set of skills and attributes.
The headhunter mindset
Calm confidence under pressure. At this level, you’ll need to project an aura of calm confidence that impresses your high-level clients and candidates. Don’t over-promise to either party, and conduct your business with a calm, approachable authority.
An unceasing desire to find the best. A headhunter cannot risk presenting under-qualified candidates in highly competitive fields. Never stop researching and interviewing the cream of the crop.
A high tolerance for rejection. Many of your potential candidates will refuse your offer. They might be willing to talk to you to find out what it is you have to offer but not go any further, or use your offer as a bargaining tool to raise their salaries at their existing roles. They might even just come along for a free lunch and a bit of flattery, or string you along only to reject the role at the 11th hour— leaving you feeling a fool in front of the client. You’ll encounter all kinds, and your rejection rates will be high. Never fear though, for when you see real interest in the eyes of a passive candidate it makes it all worthwhile!
The long view. Even if the talent rejects going any further or doesn’t get the role, that’s just the beginning of your relationship. Every person you meet with has been added to your talent pipeline- you need to be very good at talent mapping and remembering all your possible contacts for future roles.
A tough skin. No company likes losing their star employees to a headhunter, and headhunters sometimes suffer from a negative reputation as a result. Having said that, in the senior circles headhunting is considered a part of business life, and often the very same companies who lost an employee after you headhunted them will then approach you to fill the very vacancy you created! As long as you operate with maximum discretion and don’t commit the cardinal sin of poaching from one client to serve another, then your reputation will flourish with the people that matter.
Networking skills. As a headhunter your networking never stops, so you’ll need lots of energy, a great memory for faces and names, and brilliant small-talk.
Industry knowledge. You’ll need to stay abreast of all trade news, employee movement and recruitment trends in the industry. Utilise social media, LinkedIn, Google, trade magazines and financial news to talent map across sectors.
The Charm Offensive. Many people will be deeply flattered to be approached by a headhunter, yet getting them over the line to applying for the role is another thing entirely- one that takes tact and charm and a sense that they can trust you.
Control people’s expectations. Some candidates will be so flattered to have been approached that they will consider any role they’re asked to apply for almost as a ‘done deal’. This can lead to some hurt feelings or even frustration if they don’t get the role, so you need to be able to temper expectations.
Listening skills. Because your role involves approaching passive candidates and asking them if they’re happy in their jobs, your job will involve a lot of listening- and the answers they give will be a treasure trove of information about what kinds of roles they might accept (and also what kind of employee they may make.) Lend a kind ear with respect for their privacy, and you’ll learn a lot about the candidate. Remember, even if they don’t want to move jobs at this stage, they may in future. Nothing you learn is wasted.
Discretion. Discretion is crucial across the entire recruitment industry, and particularly so in headhunting senior positions. You do not want to imperil this person’s existing job with a mistimed reference check or an obvious job interview call, as that would be a breach of trust and undermine your professional reputation.
Headhunting is a high pressure, high pay-off career. The mindset of a great headhunter requires calm authority, phenomenal research and networking skills, and a bit of inner grit. Above all, it requires that you demand the best and will keep searching for it until you can deliver the finest candidates to your clients.
Until next time
Cheryl