Targeted search and headhunting for hard-to-fill roles
When a role has been advertised and the right applicants haven’t come forward, it can be tempting to run the advertisement again and hope for a different result. Meanwhile, someone is covering the vacancy alongside their own job, and the manager responsible is spending more time on recruitment than they expected.
Before advertising again, it is worth considering whether the people you want to reach are likely to be looking for a new position. For executive, specialist and other hard-to-fill roles, targeted search and headhunting can help employers reach people who may be interested in a conversation, even though they haven’t been applying for jobs.
Looking beyond the applications
Many people who could suit your vacancy are already doing well in another organisation, so your advertisement may never come to their attention. They may still be open to a role that offers work they enjoy or a chance to take their career in a direction their current position cannot provide.
A targeted search involves identifying people with relevant experience and approaching them about the opportunity, giving them enough information to decide whether they would like to know more. Those conversations need to respect their privacy, particularly when they are considering a move without having discussed it with their current employer.
Taking another look at the role
A search is more useful when the employer is clear about what the position needs to achieve and realistic about what will attract someone with the experience required. If the responsibilities have expanded over time, the remuneration and position description may need attention before approaching potential candidates.
It also helps to distinguish between experience someone needs from their first day and knowledge they could reasonably develop once appointed. Requiring an identical role in the same industry can exclude capable people, while simply taking the existing brief to a different audience may leave the reasons for the recruitment difficulty untouched.
Having an honest conversation
People who are reasonably happy where they work will usually need a good reason to consider leaving, and they will want to understand more than the duties listed in a position description. They may be interested in who they would report to, how decisions are made or what support they would have to address the challenges of the role.
Being open about those challenges gives a potential candidate a more useful picture of the job and helps the employer understand what matters to them. A confidential conversation allows both parties to explore the opportunity before deciding whether to proceed with a formal selection process.
Assessing people with care
Someone’s willingness to discuss a role is the beginning of the recruitment process, with their experience and suitability still needing to be assessed against the position’s requirements. Candidates identified through headhunting should receive the same careful consideration as those who apply through an advertisement, including relevant checks before an appointment is made.
Targeted search can also run alongside advertising, allowing employers to consider a wider pool of people through a consistent selection process.
Recruitment support from The BelRose Group
The BelRose Group provides headhunting and recruitment support for executive, specialist and hard-to-fill roles, with confidential searches available where required. If a vacancy is proving difficult to fill, speak with our team about the role and whether a targeted search could help you reach suitable candidates.