Help Headhunters Help You: How is Your Company Different?

Headhunters are out there, day-in and day-out, trying to find the best candidates for your open positions.

The problem is, every other recruiter is doing the same thing, and the best candidates are being hounded by recruiters all the time – making it more difficult to get them to consider your job opportunity. While your headhunter may have found an incredible shortlist of candidates for you, it doesn’t make much of a difference unless the candidates agree to be submitted.

If you want headhunters to send top candidates your way, you need to help them understand what makes your company different so they can share that information with your potential candidates and get them to move through the recruitment process.

Since every candidate’s reason for pursuing a new opportunity is different, it helps to include as much information as possible so your headhunter can tailor the great things about your company to each individual candidate’s wants and needs.

Here are some ideas to get you started:

  1. What problem does your business solve? Candidates get excited about working with companies that solve a problem they’re interested in, so make sure that your headhunter understands what your company does. This will help them source candidates with experience in, or knowledge of, your industry and will make their outreach more targeted, so the candidate is more likely to pay attention and respond.
  2. What’s your company culture like? Do you put an emphasis on teamwork, celebrate wins as a company, or promote from within? Do you plan company outings because your team enjoys spending time together outside of work? Each candidate will be looking for something different, but perhaps you have a little something for everyone. If your headhunter knows what your company culture is like, they can share the specific aspects that will get a candidate excited about interviewing with you.
  3. What unique benefits do you have? Most companies these days offer health benefits and paid time off, and yet that’s all that seems to make its way into job posts. Do a little research to see what your competitors are offering, and where your benefits exceed industry standards. For instance, do you offer an education allowance, more vacation time, or flex schedules? These can all help a headhunter sell your company to candidates with different needs.
  4. What do your employees like about working for your company? If you haven’t already asked this question, now’s as good a time as any! Your current employees are your best employer brand ambassadors, so find out why they like working with your company and let your headhunter share that with potential candidates. You may be surprised that it’s something as simple as the fact that you promote from within, or that you have a casual work environment.

Remember, top talent has a choice in where they work – so make sure your headhunters have the information they need to show candidates why they should choose your company. This will help throughout the recruitment process, particularly with getting the candidate’s attention and then getting them to accept an offer.

2017-08-03T05:34:08+00:00 December 16th, 2014|

About the Author:

Jen Dewar is a marketing consultant in the HR technology space with a focus on developing educational content for recruiters, corporate HR professionals, and staffing agency owners. She has spent the past 10 years working with a wide variety of companies — from corporate marketing for healthcare organizations and recruitment firms, to startup marketing for both Identified and Bright.com, prior to their respective acquisitions. When she's not doing marketing, you can find Jen snowboarding in Tahoe with her husband, traveling abroad, or enjoying a night in with friends and a good bottle of wine. She's a graduate of the University of California, Santa Barbara, with a degree in Socio-Economic and Political Global Studies.