Being contacted on your cell phone in order to be poached, without having asked for anything, is no longer an attention strictly reserved for senior executives. Due to persistent recruitment tensions, headhunting is becoming more widespread. Faced with a shortage of personnel for several years, the construction group GCC (2,900 employees) decided to use these methods with the help of a specialized firm, in order to hire site technicians or developers. . “For these professions, co-optation is no longer enough. These profiles are not visible online and do not respond to ads »underlines Eric Spielmann, HR Director.
Using cunning to obtain the contact details of these operational profiles known to be impossible to find is the specialty of the Headhunting Factory firm (180 employees). Its particularity is to have extended the methods of headhunting, also known as “direct approach”, to non-executives. Welders, boilermakers, maintenance technicians, and even home helpers could be contacted directly by the 120 headhunters of this firm.
Sign of the state of the market, “a group of temporary workers even contacted us so that we could help them fill their candidate databases”, assures the president of this firm, Olivier de Préville. The objective of Hubworkair, a firm specializing in aeronautics, is also to “democratize” this practice to profiles at operational levels. “There is a shortage of engineers, but the difficulty lies more with mechanics and technicians”, remarks its president, Romain Rochet.
Market turnaround with the health crisis
To succeed in its recruitment, this start-up goes so far as to rely on “external” hunters, supporting its employee teams. These professionals in the sector, sometimes former candidates placed by the firm, are remunerated in the event of a successful connection. “This is one of the ways of hunting in the hidden market”underlines Yoann Huang, the co-founder of this specialized platform, created in 2015.
Numbers
Some non-managerial positions in the tertiary sector also require a more proactive approach. “Today, it is more difficult to find an accountant than a management controller”, notes Emilie Narcy, operations director at Approach People Recruitment. The market downturn since the health crisis has led recruitment firms to attract more and more candidates. “We have to look for those who don’t even ask themselves the question of whether they want to change companies. With them, you have to use specific techniques to arouse interest and understand their motivations.”specifies the manager.
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