When I started in the search and selection profession 30 years ago, I have always resisted the term headhunter. This Americanized label triggered a lot of resistance in me.
I wanted to be called anything else whether it was recruitment & selection consultant or executive searcher but never a headhunter.

The term headhunter simply does not do justice to our profession. Hunting implies prey that have no way out. However you choose to refer to potential candidates for a vacancy, they are certainly not passive targets.
What they are, though, is professionals who are often open to exciting career opportunities. But how do you persuade these individuals to make the move to a new role?

Our profession has much more in common with fishing than with hunting. Take fly fishing, for example—it’s all about enticing that beautiful salmon or trout to bite your fly.
It all starts with choosing the right bait, the right fly to attach to your line. The best choice depends on the time of day, the weather, and the season. That’s why observing the environment is crucial—what kind of flies and insects are buzzing around? It’s no coincidence that fly fishers carry an extensive selection of artificial flies. The bait is carefully chosen to attract the desired fish.

Choose the Right Bait

In the search profession, it’s also about choosing the right bait—in this case, the job proposition—as effectively as possible. Use language that resonates with your target audience. If it’s too generic, it won’t appeal to anyone; if it’s too specific, no one will recognize themselves in it.
And always keep reality in mind. If you make the role sound too good to be true, expectations will fall apart later in the process. But if your story isn’t compelling enough, no one will take the bait.

If you’ve chosen the right bait and crafted it well, the next step is to present it effectively. In fly fishing, you aim to land the fly gently on the water’s surface with an elegant cast. Too much noise scares the fish away, so technique matters. It’s not just about how the fly touches the water, but also where. The obvious approach is to cast your bait where the fish are. But how often do we find ourselves searching in the wrong place?

Reeling In and Letting Go

The same principle applies when approaching potential candidates. Once you know the right proposition to engage a candidate, the approach becomes crucial. The timing, the method (phone call, email, or WhatsApp), and the amount of information all influence how enticing your proposal is. And if you’ve done everything right—presenting the perfect bait in the right way to that salmon or trout, tempting them to bite—then the real work begins.
Hooked!

Now begins the subtle game of reeling in and letting go. If you pull too hard, the fish breaks free. If you give too much slack, it shakes off the hook and is gone. The result of all your hard work literally hangs by a thread. Keep the line tight, but not too tight.

Yes, the candidate has shown interest in your vacancy and comes in for an interview. This stage is also a delicate balance.
You want to convince the candidate, but not in a way that pushes them away. The decision must be theirs intrinsically, so you take a step back, address concerns, provide additional information, give them time to reflect, or encourage them to move forward if they are within your sphere of influence.