Headhunting 101

Headhunting is a significant aspect of our company's identity. We guarantee you the finest candidates, those who are not readily available.

That's why we engage in headhunting. It's far less aggressive than it may sound. However, we actively seek individuals with the qualifications and experiences that align with your specific requirements. To accomplish this, we employ various techniques. Watch our video where we reveal some of the strategies we employ to successfully headhunt the right candidates.

1. Introduce yourself?

The introduction in a cold call is crucial! To capture the candidate's interest and prevent them from feeling irritated (let's face it, nobody enjoys receiving calls from random individuals).

Hi, here’s NAME speaking from ExecutiveSurf. Am I speaking with NAME ?

Amazing! How are you today?

2. Get to the point

The biggest mistake one can make is to beat around the bush. We must be direct and get straight to the point, and we should do so quickly. The more effectively we summarise the purpose of our call, the better. Additionally, it's important to ensure that the person we are calling has the time available to speak with us.

I am an international recruitment consultant and we are currently looking for ROLE and I think you would be amazing for the role. Is now a good time for me to go over it with you??

3. We need to know the role and how to sell it

As soon as the potential candidate has the time to listen to us, we need to take the opportunity to make sure we sell the role perfectly. Afterall, we know the role is great but the candidate needs to know it too. So we need to make sure the candidate knows what the company does and what the role will entail.

This is a great opportunity. The company is globally represented and has offices all around the world. Your responsibilities would be NAME THEM.?

4. Learn about the candidate and actively listen

We not only need to sell the role but also ensure the candidate is the right fit. This goes beyond their experiences and includes their attitude and personality. Since the call may not be long enough to fully understand their character, it's crucial to ask the right questions and attentively listen to their answers. This helps us assess their suitability for the position.

So tell me a little bit about yourself, I can see that you worked for COMPANY the past 3 years. What were your responsibilities??

5. Tell them about the process

Since we have acknowledged that cold calling can have varying effects on the person on the other line, it's important to find a balance and avoid overwhelming them. Once we have sparked their interest, we offer them a helping hand by informing them about the process. This not only makes them feel more at ease but also ensures they are aware of what to expect in the next steps, for a smoother progression in the hiring process.

So let me explain the next steps for you. First we will have an interview together and make sure that I get to know you and your work experiences better…

In conclusion, it is crucial to remember the purpose behind our calls to these potential candidates: to present them with a wonderful role. The more effectively we convey this message, the more impactful it will be.