HAPPY HUNTING GROUND
THE PANDEMIC HAS CHANGED THE HIRING PROCESS. LAUREN AHWAN EXPLAINS.
HEADHUNTING has reached record levels as employers become increasingly desperate to secure staff.
Many workers are now receiving daily approaches from recruiters keen to lure them into new roles, says Talent NSW managing director Matthew Munson.
“It’s unprecedented. I’ve never seen anything like it,” Munson says.
“There are people who are getting so many approaches that they’ve taken their profiles down from Linkedin (to be less visible to recruiters). If you’re working in areas with skills shortages, such as the tech space, you are probably getting messages weekly, if not daily, trying to recruit you.”
GET YOURSELF NOTICED
People and behaviour expert Mark Carter says that in an employees’ market “just turning up is enough to be noticed” by recruiters.
But for those keen to be approached for a role, Carter says it is essential Linkedin profiles are kept up to date and that workers are actively using the professional platform to showcase their expertise.
“Make sure you’re highlighting the value you can add to a business – the tangible value, in terms of how you can make a measurable impact, but also the emotional or relationship value of how you can bring qualities that add to the business culture,” he says.
USE YOUR INITIATIVE
Carter also suggests employees take advantage of the talent shortage by reaching out to businesses they want to work for.
“Rather than waiting to be headhunted, consider whether this is a good time to find a recruiter that you trust and work with them exclusively to find a new role,” Carter says.
“Get on the front foot and investigate who are the businesses that you want to work for and target them.”
EXPERT A COUNTER OFFER
Careers expert and Outplacement Australia director Gillian Kelly says workers who are headhunted should expect a counter offer from their existing employer in a bid to get them to stay.
She says while it’s flattering to be pursued by multiple companies, and offers of increased salary can be persuasive, it is important to consider the long-term career opportunities before switching jobs.
If nothing else, being headhunted can give workers a better sense of what they may be worth, she says.
DECLINE WITH GRACE
If an approach is unwanted, politely decline but suggest the recruiter keep in touch, says Kelly.
“I know there are workers in some high-demand areas that get lots and
lots of Inmails (messages from recruiters) but ghosting them is not something I would recommend,’’ she says.
“Unwanted approaches are not a bad thing.
“There will be a time where you may well be needing to go out and look for an opportunity and that recruiter might be an invaluable connection.
“So just thank them for reaching out and letting you know that an opportunity exists but tell them you want to remain in your current job.”
HOW TO FIND THE RIGHT TALENT
The irony of the headhunter becoming the headhunted is not lost on Chloe Spillane.
The talent acquisition manager received more than 30 approaches to join rival companies before she was finally persuaded to move to tech recruiter Talent.
“I was really happy at the recruitment agency where I was, I was feeling quite fulfilled in my role and I wasn’t looking to move at all,’’ she says.
“But with this specific message (from Talent), I was intrigued.
“I could see the growth potential in this role and that I could really accelerate my career and take my development to the next level.’’
After several meetings with Talent management, Spillane says she spoke with her existing company, who confirmed they could not match the opportunity she had been offered.
Now responsible for headhunting other candidates to join Talent, and keenly aware that quality workers receive “10-plus emails a day” from recruiters, Spillane takes care to send personal messages to those she targets, saying bulk messages can be a deterrent.
She says those who include photos on their Linkedin profiles, along with clear job titles, a full career history and a description of their current skills and responsibilities, are most likely to be viewed favourably by recruiters.
“There’s been a real candidate shortage since the pandemic and we’ve seen a massive reduction in applicants for roles so headhunting is going to be very much a part of the (hiring process in the) future,” Spillane says.