In everyone’s recruitment career there comes a time where you have to recruit the impossible candidate. Whether that be a Drainage Engineer, an Artificial Plasma Engineer or a Management Consultant who can get through the most stringent of selection criteria.
And most of the time, there is always a rush to find this person. In most cases the hiring manager has no idea of the time and effort this sort of recruitment takes.
So lets start with them. Make sure you are managing the hiring managers expectations. Don’t tell them you will have a Shortlist to them by the end of the week because you won’t, unless you have been working on the role for weeks.
These are usually tough gigs that require a strategy/plan and will take time. The candidates you are looking for are not sitting under a tree looking for a job. They are employed and your job is to find them, and then convince them that you have an alternative/better option for them. And if you cannot do that, then you will not secure the candidate.
So how do you find these people? Well, the better question to ask is “Where do you find these people”? Once you know where they are, then you can work out a way to entice them to talk to you. If you don’t know Where they are then you will be wasting a lot of time and money.
How do you entice these candidates?
Now that you have found them, how do you entice them out of their current role and into your company? This is the most important aspect of this process. Think of this way, if you were trying to specifically catch Barramundi, and you found a spot where they were a plenty, and you were using the wrong bait, how many do you think you would catch? Answer, NONE!
So once you have found them, you have to work out what they want. If you are paying $120,000 and they are on $150,000, then you have no chance securing them, unless of course there are options for more interesting work or advancement through your company – assuming that is what your fish are looking for.
Once you have located them, found out what would be of interest, then your standard search process starts. Remember, you probably won’t jag these hard to get candidates straight away. You will need to invest some time into them. Read our Blog, How to do Executive Search In-house.
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