Headhunter Insights

It just makes sense that the best talent in the marketplace want to work with the best companies… and they are never short on offers. This is, of course, because top performing groups of talent are really what drive positive business growth, and continue the cycle of attracting the best people, which leads to ongoing success in business.
As a company in a competitive market you want to make sure top candidates are drawn to you as a destination employer. How?

Presenting a low ball offer to a candidate to save a few dollars on their salary is just bad business.
If you want a good employee who will spring out of bed in the morning to come and work for you, and stay for the long run, then pay them what they’re worth. A rookie mistake is to assume the salary you gave the last person in the role is good enough for a future employee. Salaries are dependent on the candidate and the market; how much could they get elsewhere? Remember that last year’s market prices or what you feel the market prices should be are irrelevant. Do some research to ensure the salary you offer is competitive.

Most often a meaningful job with a lower salary will be chosen over a less meaningful job with a higher salary.
But what makes a job meaningful? Opportunities for advancement, feeling challenged, and making a real impact are some of the common factors. Outline how the candidate can progress through the company and how they will be challenged. How does the company as a whole, and that role in particular, make a difference in the world?

As a headhunter, I often have A+ candidates who have gone all the way through the interview process with a client, only to have to turn them down toward the final stages – an often heartbreaking but necessary evil in the hiring process. My message to hiring managers and HR professionals is this: the way you go about letting someone down matters!

For anyone who has ever been turned down for an opportunity with a vague explanation like, “we’re going in another direction”, it can absolutely leave a sour taste in a candidate’s mouth, and jeopardize the opportunity to build a strong, ongoing relationship…

As executive headhunters, we know that hiring better is the key to rapid growth in any company. Your people are your greatest asset. PROFITguide.com writes, “The leaders of the PROFIT 500 have hired a lot of people in the past few years; they created more than 34,000 net full-time equivalent positions between 2008 and 2013, so they’ve mastered the art of screening and bringing in candidates”. Here are our top 5 favourites. We use these tactics every day here at IQ PARTNERS to hire internally, and advise our clients to do the same:

It may seem like an impersonal approach to hiring, but I believe that, when used well, ATS’s can actually help you create an exceptional candidate experience, maintain relationships with top candidates, build your company brand, and ultimately attract more top talent. I’ve seen way too many mid-sized and even larger companies who have yet to get on board with an ATS to help them organize job candidates. The right people are the most important part of your company, so you cannot afford not to invest.

The goal of every job interview is to differentiate yourself from every other candidate and stand out as exceptional. Here are 9 examples of what not to say during your interview that will help you rise above the crowd.

I have an admission to make; in the past, I have acted like a loser. Let me explain.

A few months ago, I was in a slump. Though I have been successful in my career, and I have been blessed to work with wonderful co-workers and clients, a slump seems to come around every 2-3 years whether I like it or not. And this slump was a bad one. In spite of knowing better, I chose to act like a loser.

So, how does this relate to you and your job search? Here is how I (incorrectly) handled my slump:

In my career in Executive Search, I have been overwhelmed by candidates’ negative experiences with companies throughout the hiring process. A negative experience during this stage can not only lose you the candidate, but also kill your company brand in the marketplace. Also, whoever you do end up hiring will already have a bad taste in their mouth, even before their first day on the job!