From headhunted to overlooked
A deeper look at a common issue
"I was headhunted for all my previous jobs, and now I can't even get an interview. Why is that?"
It's a common question during my jobseeker calls, and there are broadly five points that explain why:
1/ The market
Whatever your situation, the state of the market must inform your strategy.
Since 2020 we've had pandemic cycles and their consequences, followed by a market whack-a-moled by war, inflation, strikes, political uncertainty and everything else.
When I hear that line at the top, it's often (not always) a high performing exec who's experienced redundancy for the first time in their career, in a down market.
If there are few jobs to be had, and many strong candidates in competition, it's unlikely a job search will be straightforward.
Action points:
Speak to other jobseekers in your domain and those who have been looking for work. Responsive recruiters willing to share insight. Hiring managers who have filled similar roles.
Get a holistic view what's going on in your area of the market, so you can deal with it and set an appropriate strategy.
2/ The system
It may feel that the steps to a job are always the same (express interest, apply, interview, offer/rejection), but the system is very different between being headhunted and applying for jobs.
When you are headhunted, you are likely one of few candidates in consideration, perhaps even the only one. You'll be a Name and likely be qualified in, as they confirm how your candidacy might apply.
This is because their process typically focuses on their network and finding candidates, rather than reviewing advert applications.
Recruitment by selection.
When you apply for a job, you are likely one of many, and the anonymous 67th CV out of 400. Readers may look for reasons to qualify you out, unless you show how your skills apply.
You can’t control how hiring processes assess applications, only your part in the application.
Recruitment by elimination.
Action points:
Optimise your CV and LinkedIn profile to improve odds of being found for roles.
Network proactively to improve odds of being referred and advocated for.
Enhance a transactional application to an advert by following up with a hiring manager.
3/ Detachment
It's sales psychology.
If you are headhunted, you don't need a job and are free to walk away, with detachment from the outcome.
If you apply for a job, you do so from a need, and to an extent are hung on the outcome.
That can lead to the assumption that headhuntees are typically more compelling or 'better' candidates than applicants (which is BS).
This combined with more control from proactive searches (as described in point 2) supports the argument that ‘passive’ candidates are better than ‘active’ candidates.
Find a way to focus on the process, and detach yourself from the outcome - you'll be a stronger candidate.
Action points:
Emulate the attributes of a passive candidate.
4/ Where you are in your career
In general, the more senior you are, the more expensive, the fewer the roles.
Roles that can effect transformation are commonly the last to catch up in a recovering market.
But fewer roles also equates to less competition in an even market.
Action points:
Work on standing out for the fewer roles available by leaning into your strengths and following the steps above.
5/ Age
Age discrimination is rife and simple to hide. It's the one area of discrimination we will all eventually face, if we are so fortunate.
Action point:
Don’t make age an objection by worrying about it.
Do make it an advantage by showing how depth of experience, skills and achievements, together with your continuous improvement mindset is a win for the employer.
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Stockdale paradox is helpful in a tough search:
Find out exactly what's going on, and accept the reality of it to set the right approach.
Never lose optimism that your situation can change in a couple days - I see it time and time again that someone who had no interviews lined up gets a job offer over the course of a few days.
Keep going.
Thanks for reading.
Regards,
Greg