Nowadays, recruiting the right profiles, especially in highly competitive sectors, has become an almost impossible mission due to fierce competition and the scarcity of profiles. That being said, the profession of headhunting is highly desirable and fuels all the fantasies of the collective imagination.
An excellent communicator
Indeed, becoming a good headhunter is something that can be learned. However, there are certain common and recognized skills, such as communication skills, which are demonstrated through active listening to the needs of both companies and candidates. In addition, the ability to detect potential and identify hidden talents beyond degrees and experience, empathy, and emotional intelligence are essential for understanding candidates’ expectations and motivations, and for building a trusting relationship with talent.
A mastery of the industry
Furthermore, a strong understanding of the job market, including recruitment trends, sectors in demand, and the evolution of professions, is essential today. This obviously requires perseverance, mastery of sourcing techniques, and proficiency in digital tools, databases, ATS (Applicant Tracking Systems), as well as an active and consistent presence on social networks like LinkedIn.
A good sales representative
Nowadays, another aspect that must be considered, which is just as important as the one mentioned earlier, is that a headhunter must also be a very good sales representative. They must know how to sell a career opportunity to a client without misleading candidates or making false promises. Transparency and honesty are essential for standing out in this profession.
Furthermore, the role of the recruiter has evolved into that of a headhunter. This true sales professional in recruitment has nothing to envy from salespeople in other sectors. They also “sell” and “buy” profiles with set buying and selling prices. They respond to a specific need, precisely determined by a client, and prospect just like a salesperson.
The talent scout must juggle several components. They need to seize business opportunities and persuade their clients of the value of their services. They must be patient, especially if a client backs out. They turn client objections into business opportunities. They are required to be consistent in their interactions, no matter what!
A charming seducer
Without going to extremes, of course, but let’s face it, a headhunter is primarily someone who possesses distinctive human qualities. They easily approach others, are charismatic, and can persuade and influence with ease. In short, when sincere, they quickly gain the trust of those around them.
A brand ambassador like no other
A good headhunter must be close to both their clients and candidates to better understand their philosophy and identify their needs, which helps establish a climate of trust and match the right profile with the right work environment. It takes the perfect combination!
In summary, the headhunter must be well-versed in the specifics of their client—the work team, the company’s culture, mission, vision, and values, the position to be filled, its advantages and constraints, and all of this needs to be at their fingertips.
In other words, the headhunter is a true ambassador for the company. A good headhunter should be able to talk about the team, the role to be filled, the proposed tasks, potential growth opportunities, and the company values as if they were part of it. They are required to provide honest information to any candidate who shows interest in the position.
A bold individual
Finally, the headhunter must find the rare gem (high-level talent) for their client. One must not hesitate to adopt a proactive approach, always on the lookout, and sometimes go directly to the target. This will allow for contacting talents who might never have applied on their own by simply posting the job offer.
If you’re interested in the article and would like to learn more about the headhunting profession, especially for rare profiles, I invite you to deepen your knowledge by reading the following article:
https://www.digitalrecruiters.comblog/chasse-tetes-comment-sourcer-profils-rares