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A question we’re often asked is ‘How do I get headhunted?’ or ‘what does being headhunted mean?’ This is a question frequently levelled at us because we don’t work in the same way as recruitment agencies, or indeed in the same way that many headhunters do. Whilst we do, of course, use candidate databases to a degree, they are secondary to our primary endeavours. We do what our name says – we hunt. So how to get headhunted means how can you be found? How can you flag up on the radar and improve how to get noticed by headhunters?

Recently we explored the impact of Brexit on your executive level recruitment. We can’t deny that Brexit is impacting on the recruitment sphere. We can reassure you that whilst the consequences of Brexit are challenging for international recruitment, they aren’t simply a hurdle to leap. Whilst indeed these new hurdles in recruiting the best talent can be scaled, the situation is also presenting new recruitment opportunities. By using the top headhunters in Europe, with an in-depth understanding of Europe-wide recruitment and business, you can be sure of your recruitment success. Your Pool of Candidates Recruitment is much like a triangle. At the bottom, you have a large number of lower skilled positions. These are easy to fill and can be done so by scooping up a large number of available and actively searching candidates. As you move up the triangle, your roles become more important and more strategic. At the same time, your available pool of candidates gets smaller. Once you reach the pinnacle of the triangle, you’re faced with some unique recruitment challenges. At the executive level, not only do you have an exceptionally small pool of candidates, you likely need to look beyond candidates alone. The talent needed […]

Executive level jobs are notoriously hard to fill. You may be able to get a wealth of candidates, but finding that one ideal candidate that helps your business to grow, excel and thrive can be a tall order. As such, companies typically turn to headhunters or recruitment agencies for filling their executive level jobs. But which is best? And why?

The short answer to the above question is ‘Yes’. Brexit absolutely does have the ability to impact international headhunting and international recruitment. Let’s look at why that is.

Your social media presence is your online identity. It can make or break your executive job search. Do future employers have the ability to search or read your social media accounts? If they do, what helps and what hinders? A recent study has revealed that an overwhelming 70% of employers now use social media in order to screen job candidates before they offer them a position. That’s up 10% from just one year ago. The trend is rising notably. However, don’t think that you’ll be safe if you just have all of your settings set to private, or actively don’t use social media at all. 57% are less likely to bring a candidate in for interview if they haven’t been able to find them online.

Preparing for an executive level interview can’t be approached in the same general way you approached your first graduate interview. You need to be more prepared, less generic, and ready for a different set of challenges and questions. Your skills should be evident already, and evidenced, especially if you’ve been headhunted for the role. As such, what’s really under scrutiny is your leadership style and your ability to bring something new and of value to the company. Furthermore, at the executive level you need to be able to demonstrate actively that you’ll fit the mould in terms of the company culture. We’ve been the fly on the wall to countless executive level interviews: let’s look at some of the most crucial things to know. Before You Leave Home Those who are most successful in interviews have done their homework. This is important at every level. However, when preparing for an executive level interview you need to get a deeper and broader understanding of the company. You need to have looked at any published accounts, you need to understand the company’s industry reputation, have memorised their statistics, and read any recent press releases. If you’ve been headhunted for the role then […]

We all get stuck in ruts. We all have our preferred, favoured, or usual way of doing things. And recruitment is no different. If you’ve always advertised jobs on your company website – why change? If you keep that freebie mug on your desk simply because it has your favoured recruitment agency number on it, why call someone else? How do you know when it is time to change the game? How do you know when you should be working with headhunters? The Recruitment Game There tend to be some fairly common scenarios when it comes to a recruitment vacancy. The steps you take tend to be determined based on past experience, the role you’re recruiting for (notably the type and level), and the resources available to you. Recruitment almost certainly isn’t your full time job. In fact, it’s the add-on. It’s the bit that gives you a headache, keeps you worrying about the future, and doesn’t pay. The result is that we tend to turn to the same old techniques. We have a mediocre success rate. The vacancy gets filled. Phew, move on, next task. But herein lies the problem. We’re using the same strategies, whatever the role. We’re […]