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Discover This Month – April 2023

In today’s competitive job market, finding the right talent can be a challenge. This is where headhunting and proactive recruitment comes into play. Headhunting is the process of identifying and approaching potential candidates who are currently employed and may not be actively seeking a new job. Proactive recruitment involves building relationships with potential candidates before a job vacancy arises.

There are several ways to do this however social media plays a huge part when searching for people. Platforms such as LinkedIn show if people are open to work, you can view their past experience and full profiles. This month we look at planning ahead and why these progressive methods of recruiting new people might be worth considering.

 

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New Ways of Recruiting

In Australia, headhunting and proactive recruitment can have several benefits for employers:

  • Access to a wider talent pool: By proactively searching for candidates who may not be actively seeking a new job, you can access a wider pool of talent than you would through traditional job postings and expensive job advertising. This can be especially beneficial for filling niche roles or senior positions.
  • Better quality candidates: Headhunting allows you to approach candidates who are already employed and may have valuable skills and experience that are not readily available in the job market. They may also be able to hit the ground running which can also be an advantage to your organisation. This can result in a higher caliber of candidate for your organisation.
  • Competitive advantage: By being proactive in your recruitment efforts, you can stay ahead of your competitors and secure top talent before they do. With a shortage of talent/skilled workers this could be a huge advantage within your sector.
  • Reduced time-to-hire: Proactive recruitment can help reduce the time it takes to fill a vacancy. By building relationships with potential candidates in advance and by setting up interviews quickly, you can streamline the hiring process and reduce the time it takes to find the right candidate.
  • Cost-effective: While headhunting and proactive recruitment may require some investment and time upfront, they can ultimately be more cost-effective compared to other recruitment methods. By finding high-quality candidates quickly, you can reduce the cost of lengthy recruitment processes and reduce the risk of a bad hire.

Headhunting and proactive recruitment can be valuable tools for employers looking to attract top talent.

By accessing a wider talent pool, securing better quality candidates, gaining a competitive and timely advantage, reducing time-to-hire, and ultimately saving costs, these methods can be highly effective in filling roles with the right people.

If you are planning to recruit into your organisation over the next 12 months we encourage you to make steps now to source, find and secure that talent.

Sourcing great candidates

In addition to the benefits mentioned above, tapping people on the shoulder and engaging in direct conversations with potential candidates can prove to be a powerful tactic for proactive recruitment and headhunting. This method involves identifying individuals who have the skills and experience you’re looking for and approaching them directly to discuss a potential job opportunity.

 

Here are some of the benefits of this approach:

  • Personalisation: By approaching potential candidates directly, you can personalise your approach and tailor your message to their specific skills and experience. This can make the conversation more engaging and increase the likelihood of a positive response.
  • Relationship building: Approaching potential candidates directly can also help build a relationship with them before a job opportunity arises. This can be valuable in developing a pipeline of potential candidates for future roles and networking for when the need arises.
  • Insight into the market: Speaking with those currently employed in the industry directly can also give you valuable insights into the job market and current trends. This can help you better understand the skills and experience that are in demand and adjust your recruitment strategy and possibly the remuneration accordingly.
  • Competitive edge: By being proactive and reaching out to potential candidates before they start looking for new opportunities, you can gain a competitive edge and secure top talent before your competitors.
  • Positive candidate experience: Approaching potential candidates directly can also create a positive candidate experience, even if they’re not interested in the role at the time. This can help build a positive reputation and brand recognition for your organisation and make it more attractive to candidates in the future. Don’t forget the power of potential word-of-mouth opportunities and referrals this activity might bring.

Overall, tapping people on the shoulder and discussing a role directly can be a highly effective strategy for headhunting and proactive recruitment. By personalising your approach, building relationships, gaining insight into the market, gaining a competitive edge, and creating a positive candidate experience, you can secure top talent for your organisation and build a strong talent pipeline for the future.

Message from the CEO

In today’s competitive job market, we know attracting top talent is a challenge for every organisation in every sector across Australia. There are some industries that have been hit harder than others, especially those reliant on overseas workers and students and highly skilled operators or those in the medical field.

That’s why we’re exploring new strategies to proactively identify and approach potential candidates for key positions makes a lot of sense.

Headhunting, tapping people on the shoulder or proactive recruitment are effective ways to access a wider pool of talent, secure better quality candidates, and gain a competitive advantage in the marketplace. However this activity is best managed by recruiters because we know the key benefits to get across, we can discuss expectations and remuneration and check references and make the transition more streamlined.

By engaging in direct conversations with people and discussing a role directly, we can personalise our approach, build relationships, gain insight into the market, and create a positive candidate experience.

I encourage everyone to embrace these strategies and actively participate in identifying potential candidates for key roles. By working together, we can attract top talent and build a strong talent pipeline for the future.

If you believe this is a strategy that you may like to embark on in the future and how it might look for your organisation please get in touch, we are all about making life easier for our clients and potential clients.

Contact the team at Recruitment Central when you are ready to hire next and let us show you what we can do.

Cheers

Sandra

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