from one of the top Recruitment Agency & Outsourcing Company in Thailand & Indonesia
Convince Headhunters: That's how you score!
21/06/2019
Fischer & Partners Executive Search | Outsourcing Company | Recruitment Agency in Thailand
Fancy a job change? Some click on an online job board, explore the job market and job offers. Others turn to a headhunter but with moderate success. One reason: mass mailings. Who shoots his data like a shotgun, convinced no personnel consultant and harms sustainably. Such a person is liable to the smell of prostitution. In addition, it looks suspiciously hardship and not top talent. But the much bigger mistakes the job changer makes is another ...
Convince a headhunter
The most important argument for a job change is your own motivation. Whether you're called by a headhunter or contact a referral professional, he'll always ask you for your motivation and a reason to change job - and here's one of the biggest stumbling blocks.
Professionals distinguish two different motives here:
Off-motivation
The reason for the change of job is, in short, an escape reflex: Run for your life! Either because the job is frustrating, the boss is lousy, the salary simply does not rise or the one who was last promoted was ignored. Either way, the person concerned is dissatisfied and solves the problem by leaving.
On-motivation
In this case, the affected person already has a very accurate picture of himself, personal goals and career development. Maybe even from the desired employer and the new job profile. The job change automatically becomes a targeted and considered forward movement.
Of course, which motive has a more convincing effect ...
Not fewer job refugees also make the mistake of talking negatively about their current (or former) employer or supervisor. But this is not only considered unprofessional (because yes, the next employer must expect to be the subject of new libel in a new change) but also makes the affected person small: it makes them look like victims. Designers and makers, on the other hand, actively act on their own initiative and do not leave their development and satisfaction to others.
Applying for a promotion? That sounds counterintuitive. But if you have been promoted, nothing comes at first. In most cases, the promotion is anyway only the label, that one already dominated something. So you go out with it and try to evolve from this level elsewhere. Then the bargaining opportunities are best.
Another good change: a real perspective in the new job that you did not have before. Here, however, you should be careful with words of the type "I'm looking for new challenges." More specifically, the new role should be outlined:
Which challenges are you looking for exactly?
Which perspective is important to you?
Where do you see yourself in five or ten years?
Of course, it does not have to come like that in the end. But the important thing is that you have thought about it, analyzed the situation and came to the conclusion that changing jobs is the only right step - and not just an escape reflex to avoid the actual problem.
The main thing is that you do not argue about the job you are getting off, but about the job your are getting on!
How to convince Headhunters: you score with these qualities
As far as qualifications are concerned - hard and soft skills - there are also a number of qualities that you can score with. Of course, these depend heavily on the vacancy. Also, not every headhunter sets the same priorities. However, some features are almost always appreciated and convince headhunters:
1. Willingness to change
New employees, more but still new managers are supposed to bring a breath of fresh air to the shop and set up change processes. The headhunter will, therefore, pay particular attention to how you have dealt with changes so far and how open you are or how adaptable. After all, you also have to cope with the new situation with the new employer and continue to perform well - even if it's not about change management. So put this feature through practical examples and share how you've come to terms with changes and the developments you've made.
2. Goal orientation
It starts with how you drive your own career forward and develop it in a planned manner, but it also continues in the job: If you work towards goals, you also achieve more for your employer. For executives, in particular, this is an important asset that headhunters attach great importance to. So prove your determination by previous guidelines and successes, which you should also be able to quantify as possible, motto: 20 percent cost savings in two years instead of three ...
3. Staying power
The point is closely related to the previous one. In each job phases in which it runs less well. But what keeps us from giving up is our stamina. It's what science also calls volition (desire) and also convinces headhunters. This does not help, however, pithy sayings of the type "obstacles and difficulties are there to be overcome", but the only example: speak calmly openly setbacks and describe how you still have continued to motivate yourself and colleagues.
4. Anticipation
Regardless of the industry, every business is in sustainable development. In order to remain competitive and successful, trends must be recognized and implemented accordingly. For executives, in particular, anticipation is an enormous plus. Anyone who recognizes developments early on and reacts to them can give his company a tremendous advantage. How will individual locations develop? Which new markets will be opened up in the next few years? Especially when it comes to responsible positions with leadership skills, you can collect important points from a headhunter.
5. Stress resistance
Unfortunately, stress is part of everyday life for many workers. There are always more tasks than planned. In addition, there are extra wishes from customers and the unpredictable. Even headhunters know about it and are therefore specifically looking for employees who can keep their cool even in stressful situations and deliver top performance
6. Empathy
Companies or departments try to build teams that fit together, work together and help each other. Only under these conditions can, on the one hand, the working atmosphere and on the other hand the result of the work vote. Empathy goes beyond mere teamwork. It's not just about being able to work with one another, but understanding the other, knowing when to need help and accepting mistakes. If you prove this feeling, you can convince numerous headhunters.
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