There is nothing more flattering than getting headhunted. And apparently, thanks largely to the digital revolution, it is happening more and more often.

A new study by recruitment company Hudson has found that a staggering six in 10 professional Australians have been approached unsolicited by an employer in the past six months.

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Even more – 76 per cent – are open to being approached.

Employers have long been aware that the best candidates are not always the ones that apply to job ads. In fact, 90 per cent of employers say they need to look in the so-called “passive market”. And with employees’ social media and digital footprints getting ever more comprehensive, it’s a happy hunting ground for hiring managers.

So, beyond the obvious of being good at your job, what can you do to attract the attention of these headhunters?

Play the passive market

“Employers can cast their net so wide now, thanks to digital channels,” he says. “For strong candidates, if you do your digital profile well you have a real advantage.”

Middle-aged men are the most likely demographic to be headhunted. Photo: Shutterstock

Mr Davidson says another aspect of the job market nowadays is that things move a lot quicker than they used to.

“You should also always keep your CV up to date and ready to go,” he says, “because the market does move incredibly quickly.”

Middle-aged men win again

Champions of change will be disappointed, if not surprised, to learn that one way of maximising your chances of being headhunted is simply by being a middle-aged man.

The report found that 56 per cent of people who get headhunted are male, while 47 per cent are Generation X. Men are also better than women at keeping their LinkedIn profile up to date – 67 per cent compared to 58 per cent.

Men, it seems, are also more open to being headhunted. Of those who say they are open to it, 55 per cent are male.

The shift towards digital has also made it tougher for the baby boomer generation, with Gens X and Y evidently more au fait with the digital side of creating a professional profile than their hoarier colleagues. Sixty-six per cent of Gen X professionals keep their LinkedIn profile up to date, compared to 64 per cent of Gen Y. Baby boomers’ 56 per cent brings the overall average down to 63 per cent.

However, Mr Davidson believes this is changing.

“Fast forward five or eight years and you’ll find baby boomers using social media and digitals channels a lot more.”

Tougher for employers

The shifting environment doesn’t only put the onus on employees to up their game, says Mr Davidson. Employers must also move up a gear or two.

“The fact that three in four people are open to being approached just shows how much the market has changed. It creates huge risk for employers.”

Employers are therefore under more pressure to deliver on their promises if they want to hold on to clients. They must also pay more attention to brand. The study found that 92 per cent of employees consider a company’s brand when deciding whether or not to apply for a role.

Work-life balance is now the our top priority, ahead of money. Photo: Shutterstock

Note to employers: here’s what workers want

Happiness is apparently more important to Australians than earning lots of money, but only by a slim margin. Seventy per cent of respondents said work-life balance is a priority, while 67 per cent said a higher salary. Mr Davidson says this was a surprise – normally money is the number one factor.

Gen Y is the most materialistic generation, with 82 per cent prioritising a higher salary – although, being the youngest generation, they are generally not yet earning as much. Both Gen X and baby boomers put work-life balance number one.

The third-most important factor for employees is cultural fit. However, it seems our concern with culture goes no further than the office walls. Only 36 per cent of respondents said the company’s values – including what the company actually does – are a significant factor. In theory this means the majority of Australians would be happy to work for, say, a tobacco company if the pay, work-life balance and office culture were right.