Mapping markets is a vital part of being a successful headhunter. The more accurate and bigger the “market maps” the more chance you have of placing the successful candidate.
*Tip – Don’t just rely on LinkedIn, think outside of the box. Remember if you find the candidate easily on Linkedin, your competition will find them easily on Linkedin. The harder the candidate is to find, the better the chance you have to get them exclusive.
LinkedIn and Xing are the best sources to find candidates: type in the key skills and get the results.
Job adverts: recruitment consultants will put adverts online to attract candidates, within that advert it should contain all of their contacts details and their job title etc
Company website: the company will sometimes have adverts or meet the team section
LinkedIn: this should list all of the consultants that fit within the particular business
Xing: this should list all of the consultants that fit within the particular business
Referrals – who works next to you and who would you recommend
Pre-screen – Who do you report into? What’s the setup of your team?
Speak to candidates
Who they have interviewed with
Who they rate / who they don’t
Who their competition is
Where their friends have worked
Job boards – Direct adverts
Job boards – Adverts for vacancies
eFinancial Careers (FS) / Monster (ALL) / Complinet (FS) / Reed (ALL) / Indeed (ALL) / Dice (IT) / Fish4 (ALL) / CW jobs (IT) / Jobserve (IT) / Jobsite (ALL) / CityJobs (FS) / CareersinAudit (FS) / Linkedin (ALL)
Google Searches (search the industry your recruiting into not only in the search function but also in maps)
CV / Linkedin Stripping
Wider awards (Virgin Fast Track,
EY awards) etc
Speak to Clients:
Where they want people from
Where they don’t want people from
Who is their competition?