Headhunters are interested in non-executive and intermediate occupations

Reaching out on a cell phone for poaching purposes without asking for anything is no longer the focus of senior leadership. Due to the constant stress of recruitment, headhunting is becoming more and more widespread. Faced with staff shortages for several years, the construction group GCC (2,900 employees) decided to use these methods with the help of a specialist firm to recruit site technicians or developers. “Co-optation is no longer enough for these professions. These profiles are not visible online and do not respond to ads »emphasizes Eric Spielman, HR director.

Using cunning to get the contact details of these operational profiles, known to be impossible to find, is a specialty of the firm Headhunting Factory (180 employees). Its peculiarity lies in the fact that it expanded the methods of headhunting, also known as the “direct approach”. non-executive persons. Welders, boiler makers, maintenance technicians and even domestic helpers could directly communicate with the 120 executives of this firm.

market condition indicator, “And a group of temp workers have contacted us to help them populate their candidate database.”, assures the president of this firm, Olivier de Preville. The goal of Hubworkair, which specializes in aeronautics, is as well “Democratization” This practice profiles at the operational level. “There is a shortage of engineers, but the difficulty is more mechanics and technicians”, says its president Romain Roche.

Market turn with health crisis

To succeed in recruiting, this startup goes so far as to rely on “external” headhunters to support its employee teams. These sector professionals, sometimes former candidates placed by the firm, are paid in case of a successful connection. “This is one way to hunt the hidden market”Emphasizes Yoann Huang, co-founder of this specialized platform, which was created in 2015.

Some non-management positions in the third sector also require a more proactive approach. “Today it is more difficult to find an accountant than to control management.”, notes Emily Nars, director of operations at Approach People Recruitment. The downturn in the market after the healthcare crisis has led recruitment firms to attract more and more candidates. “We need to look for those who don’t even ask themselves if they want to change companies.” With them, you have to use specific techniques to spark their interest and understand their motivation.”The manager clarifies.