The Magic Wand for Hiring and Headhunting: A Practical Guide & Tips for Hiring Managers and Headhunters

Proactive recruitment in the digital era is a daunting task, requiring a blend of art, science, and technology to approach the right candidate, get them interested, get them to talk with everyone involved across a multi-step, multi-stakeholder process, then close the deal.

This guide is NOT a long collection of tips and tricks detailing the hoops you supposedly should jump through to finally fill that position.

Because hiring is not about that. It is not process-centric. Hiring is relationship-centric, it is essentially about a human being joining a group of fellow human beings to assume a role in that group.

Why Can't Hiring Be Simply Transactional?

Because People Just Won’t Fit in Boxes

They Seek the Best Fit for Their Specific Profile

Every candidate wants a job that aligns with their unique skills, experiences, and career aspirations. They look for roles where they can leverage their strengths and continue to grow. Hiring managers need to recognize this and tailor their approach to understand each candidate’s unique profile and aspirations deeply.

They Want to Be Valued as Individuals

Candidates don’t want to be reduced to just a list of qualifications. They desire to be seen, heard, and appreciated for who they are, including their personal qualities, values, and ambitions. This means taking the time to get to know them beyond their resumes.

They Look for Growth Opportunities

The potential for advancement and development is a significant factor for job seekers. They want to work for companies that will invest in their potential, offering opportunities for career progression and skill enhancement. A candidate who's willing to join and do the exact same thing he's been doing for the last 3 years is actually odd. Ensuring that candidates see a clear path for growth within the company is actually the only way to get the best ones interested! (Unless you're offering truly obscene wages.)

Because the Stakes Are Very High for an Individual

Changing Jobs Means Changing a Huge Part of One's Life

A new job impacts a person’s well-being, as they spend a significant portion of their life working. It also shapes their future by determining the skills they acquire, the people they meet, and the professional network they build. Hiring may be just a small part of your 9 to 5, but a serious candidate is not taking any of it lightly!

The Requirements Are Too Complex

Defining a job role can be intricate. For example, a developer might be heavily involved in product design or focus solely on technical optimization. Similarly, a finance manager might just monitor expenses or strategically plan investments and resource allocations. Candidates need clarity about the role they are applying for and assurance that their qualifications match the job requirements.

Given these complexities, recruitment cannot be as simple as buying a product off a shelf. It’s a process that requires understanding, empathy, and a long-term perspective.

The Magic Wand: Relationship-Based Recruiting

Engage Meaningfully, Not Just Transactionally

Start with Clear Intentions

Initial contact may have a transactional nature, and that’s perfectly fine. Being upfront about your intentions helps build trust. Opening with "I would like to gain your trust and build with you a longstanding relationship." may actually be a lot less efficient than "there's a job opportunity I'd like to discuss with you."

However, it’s crucial to emphasize that your engagement goes beyond a one-time transaction, because then the time spent getting acquainted becomes a long-term investment.

Think Long-Term, Earn Trust Through Honest Conversations

Consider how you would help a friend navigate a job opportunity. Engage potential candidates with genuine interest in their career goals and motivations. Discuss the job, its requirements, and the company culture candidly. This approach will help you detect any potential red flags early on and ensure alignment between the candidate’s aspirations and the job’s demands. Candidates treated with such respect and honesty will appreciate it and trust you more, even if the immediate opportunity doesn’t pan out.

A Few Tips to Make Sure You Properly & Efficiently Evaluate Fit

Ask Insightful Interview Questions

Use behavioral-based questions to gauge candidates’ problem-solving abilities and past performance. For example, “Can you tell me about a time when you faced a significant challenge at work and how you handled it?” This provides insight into their thought process and ability to overcome obstacles.

Assess Accomplishments and Achievements

Evaluate candidates based on their concrete, measurable outcomes and how they achieved them. Look for specifics like “Increased sales by 20% in one year through implementing a new marketing strategy” rather than vague statements.

Look for Career Advancement

Ensure candidates have a track record of growth, indicating readiness for higher responsibilities. A candidate who has consistently moved up in their career is likely to be ambitious and capable of handling more significant challenges.

Don’t Underestimate the Value of Potential

Focus on candidates’ passion, attitude, and willingness to learn, which can sometimes outweigh specific skills. A motivated individual with a growth mindset can often be more valuable than a candidate who has the right skills but lacks enthusiasm.

Be Open to Nontraditional Work Histories

Consider candidates with diverse career paths who can bring unique perspectives and skills to your organization. Nonlinear career trajectories can indicate resilience, adaptability, and a broad skill set.

Avoid Pre-Interview Tests

They are the most transactional approach ever. If you're swamped with low-quality applications, consider clarifying your job description or adjusting where you post your offer. Pre-interview tests will put off strong candidates and favor the desperate ones. Instead, focus on detailed job descriptions and targeted outreach to attract the right candidates.

Following Up and Keeping in Touch

Follow Up After Initial Engagement

Just as you would check in with a friend about a referral, follow up with candidates you’ve engaged with. Ask how their job search is going, what projects they are interested in, and how their aspirations might have evolved. This shows that you care about their career journey, not just filling a position.

Keep Regular Contact

Maintaining regular contact is crucial. Remember details from previous conversations to make your follow-ups personal and meaningful. Tailor your communication to each candidate’s timing and career stage. For instance, there’s no need to check in every three months with someone who just started a new job and usually stays in roles for several years. Each time you connect, make a note of when to follow up next and what to discuss.

Use Content to Stay Present

Maintain an Online Presence

Regular activity on social media helps keep you top of mind. Comment on relevant posts, share insightful articles, and engage with your network regularly. This keeps you visible and reinforces your presence in the professional community.

Create and Share Valuable Content

Develop content that engages your connections. This could be asking for their opinion on a draft, co-writing articles, or interviewing them for insights. Use social media to socialize and build relationships, not just to broadcast information. Remember, the goal is to be seen as a valuable connection, not just another recruiter.

So where's the wand?

Moaning about trust and relationships and following up and keeping in touch is definitely not going to fill your pipeline!

It will actually make the grind harder at the beginning, as you tell people "Hey, actually have you considered this aspect of the job? Are you sure this works for you?" and they say "Nah, you're right, thanks for pointing it out, I'll sit this one out, let's keep in touch."

But once you've done enough of it?

Your magic wand will be your phone, allowing you to call people who trust you so they can apply or refer their friends. And you'll be filling positions fast, and well!

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