Why Are You Not Being Headhunted Anymore?

Why Are You Not Being Headhunted Anymore?

The job hunting process can be a lengthy one and many are left wondering ‘why am I not being headhunted?’. Presuming that you are looking for a position at a level that you are suited to, it can be difficult dealing with the lack of success and seemingly slow job market.

In this article we will look at 4 key factors that could be affecting your job hunt and ways in which you can tackle these issues.

1. The rise of the internal recruiter

As discussed in our recent article,¬†‘4 Ways To Get Headhunted’¬†we looked at the major changes taking place in the job market and recruitment process. Companies have changed their perspective on employees and the acquisition approach that they take. Internal recruiters are taking the place of more traditional headhunters and agencies due to many factors, including budget cuts, the lack of knowledge of the available job that a third-party recruiter has, and the quality of the employee found for the position.

In recent years, internal recruiters have been on the rise because many companies have moved their focus to talent acquisition, ensuring that they hire the right person with the aim of them staying with the company for a long time.

Internal recruiters really understand what qualities the candidate needs to have and therefore the success rate is much higher. Many companies find that internal recruiters provide a much higher value to their candidate acquisition and employees are also finding that they’re being placed into much more suited jobs as a result.

2. How the traditional recruitment model is changing

Jobs boards and the advertised job market as a whole are considered to be part of the more traditional recruitment model. However, in the age of social media, the way in which companies and their internal recruiters are hiring is changing.

Professional social networks such as LinkedIn have begun to take the place of jobs boards and change the advertised job market. Internal recruiters can now investigate a candidate upon application, rather than waiting for interview stage. By using the internet to glean more information about a candidate online,¬† a recruiter can save time by truly understanding who the individual is and what their qualities and skills really are – which saves time and allows for them to make a much better short list of potential candidates. Whereas before, many high quality candidates could be overlooked or be missed altogether due to an incredibly large list of applicants, recruiters now using LinkedIn, and other social media networks, can get a good overview of each applicant from the outset. According to the recruitment platform provider¬†BeHiring, on average 250 CV’s are received for each job position, and the average time spent looking at your CV is 5 – 7 seconds.

In our article¬†‘4 Unique Ways To Network With a Recruiter’¬†we looked at how adapting your networking strategy could increase your changes of getting a job, especially when using LinkedIn.

3. How a referral based system is taking over

As mentioned above, one of the biggest challenges for a recruiter is finding the right candidate for a position. An internal recruiter is likely to spend more time understanding the position and the necessary skills required from a candidate than an external recruiter, headhunter or agency will. Therefore it is essential that an internal recruiter creates a shortlist of the best candidates.

LinkedIn has helped dramatically with the shortlisting process, allowing recruiters to really understand the applicants. However, one of the best ways for a recruiter to truly understand which individual would be best suited to which job is via a referral system. Whether this be a recommendation from a colleague or industry connection, or through a mutual connection on LinkedIn, the chances of a recruiter considering an individual for a position who has been recommended or is connected with a connection is far greater.

Sometimes a recruiter will actively look for candidates through their list of connections. However, there’s also great scope for potential candidates to network with the recruiters if they are looking to make a career move, as this can result in them landing a new position.

4. Adopting social media in your job hunt

As companies adopt a new recruitment model and change the sources from which they hire, you must also change and adapt as the job hunter. Recruitment is being turned upside down by these technological changes and the likes of LinkedIn are changing the CV as we know it, so you must act now to ensure you are not left behind – or jobless!

Despite this, these changes are in fact empowering individuals more than ever. Individuals must now manage their own online brand by optimising online profiles, highlight key achievements and demonstrate their true value through content creation, industry discussions and engagements and thought leadership.

By taking control of your online brand you will be taking the essential step in your career move. Whilst recruiters are only starting to truly utilise social media sources, so are job hunters. By adopting these technologies at an early stage you will have a much better change of building a strong brand and improve your visibility to key individuals, such as recruiters and company decision makers Рyou cannot afford to be a laggard. According to a survey done by Reppler, 69 percent of hiring professionals have rejected a candidate due to content posted onto their social media network(s), however 68 percent have hired a candidate based on their social media presence.

It is true to say that social media networks can be used in a number of ways – as professional networking tools, as part of your job hunt and as a major part of your companies (or future companies) marketing strategy. In the age of social media, it is so important that all c-level employees and board members begin to understand what social media can do for their company. Good business leadership is done by example and by demonstrating that you have a solid grasp of social media is a must.

Social media networks also provide a great means of networking with recruiters and building a rapport with key decision makers. Through the use of social networks such as Twitter and LinkedIn, you can build an engaged following of like-minded industry professionals and network with people who could potentially get you your next job. In our article¬†‘4 Ways To Get Headhunted’¬†we looked at how taking a much more active role in the headhunting process can result in getting a job.

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About the author


Emma is the Senior Relationship Manager at Career Intelligence. She is also the Agony Aunt for the Career Intelligence blog, helping with any questions or issues that expatriates moving abroad may have.

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