06 Mar Finding the Best Talent – The Added Value of Agile Research
Have you heard of headhunters who sell their service with their network “we know everyone relevant on xx industry”? Have you heard a hiring manager comment on a candidate “I do not know her/him, so they cannot be any good”? Have you had a hiring manager ask a recruiter to do a LinkedIn search with a few keywords?
In all of these cases, the most common factor that results in these questions is the lack of knowledge, what a good research actually is. There is a lot of talk about recruiters engaging the passive candidates and getting them involved in the recruitment process, but how do you actually find them?
A good research forms the fundamentals of a successful headhunting assignment. Yet it seems that the researchers are too often undervalued and the research is seen more as a back-office administrative task, than something that builds the basis of the entire recruitment.
So what is a good research? A good research goes beyond a few keywords or the most obvious job titles, and starts with a proper understanding of what the client or hiring manager is actually looking for. Building a comprehensive profile of what it actually is that we are looking for and building a corresponding research strategy. The research strategy will evolve once new information arises as one digs deeper and having an agile approach to the research is crucial.
Approaches can differ, but the starting point can be a basic keyword search, leveraging Boolean search for the right combinations, and initially narrowing down the right companies and job titles used, the keywords that the right people tend to have in common and further expanding the search complementarily. An agile research is not either confined to one tool, e.g. LinkedIn, but takes advantage of a combination of tools. Getting to know what the companies do, what the people in the companies do, what the size of the company means for the tasks in question, and matching these to the initial profile will eventually get you to the people you are looking for.
There definitely is not only one correct way to conduct a research and the approach will have to match the profile at hand, but without a proper research the end results will not be comprehensive. The question then of course is, what is that we expect, a good enough candidate or the best candidate?
Headhunting can be a great tool to recruit top candidates, not only to executive positions, but to highly sought after skills. Finding the right approach to your recruitment needs, is it headhunting, job advertisements, or something else, should start from a talent acquisition strategy, which matches your companies growth targets. Incorporating the managements view, the hiring managers’ needs and getting the candidate market data from the recruiters or researchers will create an ongoing dialogue and help rationalize the expectations, resulting in positive results.
If you need help with building a holistic talent acquisition strategy to match your needs, we at Talent Design are more than happy to help you.
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