PROFILING A TARGET CANDIDATE

When looking at LinkedIn profiles you need to make quick assumptions as how to sell to the candidate and what to sell to the candidate, this process should take no longer than 6 seconds. You can make the following assumptions: 

BUSINESS

If a candidate is in their first role and working for a large company you would sell a small business, you would work on the frustrations that they may have working within a big business. 

If a candidate is in their first role and working for a small companyyou should sell a big business and all the benefits that they have. 

EDUCATION

If you notice a degree on their LinkedIn you discuss that the business is more corporate. (Bear in mind the type of degree, economics will be different to art). 

For those without a degree you discuss more relaxed and flexible options. 

GENDER

Females are more independent and should be sold on that benefit. 

Males have more of a pack mentality therefore talking about social integration and group activities are key. 

AGE AND EXPERIENCE

Younger and less experienced individuals want a strong brand, large infrastructure, good development opportunities, and opportunities abroad. 

Older more experienced individuals are more interested in flexibility, high pay packets and the ability to implement their own ideas.   

TENURE

If someone has worked for one business for a very long time you can take advantage of this by talking about how our client is very loyal and looks for loyalty and stability on a CV and therefore has a great attrition.  

If someone has a jumpy CV then you should talk about the client wanting a consultant with wider experience and a candidate that can draw on a variety of different experiences. Avoid people with more jobs than years experience. 

WHY ARE WORK ANNIVERSARIES SO IMPORTANT?

People are most likely to leave their jobs after their 1st, 2nd or 3rd anniversary. Also new years, birthdays and major life events cause an individual to reflect on what they are doing.  

On average it takes around 6 months for an individual to go from being frustrated in their role to taking to move. You traditionally aim to attract candidates who are not actively looking for new opportunities, but are frustrated in their current role. This gives us candidate control but also allows us to represent the candidates exclusively.  

 

If one presumes that the average individual is in a role for 3 years and it takes 6 months from a candidate to take plunge to actually move jobs then 1 in 6 people would be frustrated in their roles and therefore open to new opportunities. 

 

Map clients and see if they have hired anyone from the candidates business 

 

Map the company the candidate currently works out and see where people usually move to  

 

Check their recent activities and posts