Hi Friends Can any one tell me about Headhunters Consultancy in india? how big it is? How their response? Thanks Harini
From India, New Delhi
1From India, New Delhi
hi harini...
from whatever i know, head hunting is a big business in India. People at the top positions refrain from posting their CVs on internet or other sources. they only way to get hold of a good executive for a top-level vacancy is through head hunters.
one of the world's leading head hunting firm (in India - Gurgaon and Mumbai) is Amrop Hever:
http://www.amrophever.com/
The following article (taken from http://hindustantimes.com <link updated to site home> ) will give you more idea:
Amrop International are consultants to Management and Boards. We specialize in executive and non-executive director search and the related areas of management audit and advice on governance.
We are founding members of the Amrop Hever Group, the largest world-wide network operating in 51 countries with 83 offices. Our international reach allows us to help Indian clients appoint people with international experience; and to help overseas clients employ people from this part of the world.
Over the last 11 years, Amrop International India has emerged as a leading firm in India known for its repute, professionalism and quality of service. The firm operates from two offices in New Delhi and Mumbai with clients in all major sectors of industry through out India. Our India team is lead by 4 partners and a team of 25 talented professionals.
The firm is built around its partners who share common interest in the reputation of the firm and the success of our clients. They work together on all assignments. All our clients receive the benefit of our collective experience, know how and contacts.
Executive Search practice is focused on consulting and recruiting for our clients CEO's, Business Leaders and Functional Leaders.
A hiring decision can be complex. Issues of culture fit, chemistry will interlace with requirement backgrounds and competencies tailored for your business and its objectives. Our first task is to listen; to fully understand why we are being engaged. We excel in finding appointable candidates who will add real value to an organization. We look for not just one outstanding candidate, but for a choice.
We place great emphasis on the strength on our research and diligent application of our methods. Our research extends globally and we conduct original research for each assignment. We do a great deal of exploring and reference checking to find exceptional leadership talent for you.
Having successfully concluded over 700 mandates in the country for diverse client base, this practice has the width and depth that we leverage for each future assignment. Our partners bring a depth of understanding and experience to every assignment that we undertake.
Another important part of our practice is providing advice to boards on corporate governance and the appointment of carefully chosen independent directors.
Our organizational evaluation and management audit services are also employed in helping chief executives and boards gain a clearer appreciation of capacities of their organizations to meet key strategic objectives.
Our repute and professionalism is driven by our relationship approach to our clients and candidates. We give our clients a lot of attention. As a result of close and regular contact with clients we come to think like one mind. We approach our assignments as joint ventures with our clients and work together to achieve the best possible outcome.
Our candidates can expect the same care, professionalism and confidentiality as our clients.
We do not approach any of our clients' staff. Our success is built almost entirely on referrals and repeat business. Trust is at the heart of our business. Our clients trust us to represent them with integrity to candidates, sources and referees.
========================
also, you may find the following article on "Career Update: Headhunting" useful:
(taken from
http://www.careerone.com.au/jobs/job...te-headhunting )
Executive search is about enticing the right person for a job, writes Vivienne Reiner.
HEADHUNTERS can do no wrong in the current economic climate, with a global skills shortage fuelling growth in their industry. Revenues for executive search firms worldwide have grown by 20 per cent each year for the past two years, and indications are very good that 2006 will also be a year of significant growth, according to US-based Peter Felix, president of the Association of Executive Search Consultants.
"Assuming a 20 per cent increase this year, then the market would be more or less back to its peak 2000 level with worldwide revenues at about $8 billion,'' Felix says. "Any growth beyond that would take us to new heights.''
Search has experienced strong growth in the past few years because of a war for talent caused by demographic trends in Western countries and high competition for experienced management in new growth markets such as Asia and Eastern Europe. In Australia, the market is quite buoyant across all sectors, and particularly strong in infrastructure and resources. As well, the rate of change in Australian companies jostling to improve position, and mergers and acquisitions, have placed further pressure on the hunt for executives.
Executive search organisations tend to perform searches for senior positions offering remuneration upwards of $150,000-$250,000. But in Australia search is also becoming more common for more junior roles, thanks to the low unemployment rate. Employers are increasingly turning to recruitment agencies to target specific organisations and people to fill positions below the $100,000-mark.
Recruitment agencies with executive search arms, however, can be less research-intensive than headhunting firms that specialise in search.
Rob Pocknee is a partner in Cordiner King, the Australian arm of leading global executive search group Amrop Hever. Cordiner King receives up to 100 unsolicited resumes every week. But the people Cordiner Kings wants are often those well looked after by their employer, or too busy to apply for a new job.
"Sometimes the best candidates will not respond to an advertisement, and in fact that's probably becoming more and more the norm the higher you go in terms of the job,'' he says.
From the employer perspective, it may also be preferable not to advertise an upcoming vacancy, because this could be sensitive. To some people, headhunter is a bad name, suggesting a profession which poaches otherwise happily employed individuals.
But Pocknee believes the best headhunters present the information and leave the next step to the individual. According to Antony Beaumont, country director for Australia of another big global headhunting firm, Russell Reynolds Associates, people targeted for approach are generally ready for a new challenge. It is increasingly common for their companies to respond with a counter-offer, but Beaumont says about 80-90 per cent of people who accept counter-offers and stay put end up leaving within a year.
Beaumont says one of the exciting elements of working in the industry is the potential for finding the right placement that transforms an organisation. He once saw an injection of outside expertise boost a share price substantially. Some headhunters keep unsolicited CVs, but Beaumont says his firm focuses on search rather than collating and managing the numerous requests for work that come its way.
"It's like a golden age for executive search,'' Beaumont explains. "As companies become more international, the potential impact of executives who can really make an impact and drive performance and demonstrate that superior leadership is more marked. There's more demand for these people and there's a relatively small pool of them.''
The job of headhunting may sound mysterious, but there is generally a set way of going about the business that guides the profession. The first task is to get a clear brief from the client -- perhaps not so easy when it involves a number of stakeholders. Next is to identify possibilities. Headhunters search their databases, speak to sources and specialists, and look at people in similar roles to the brief.
They then act as a mediator between the short-listed candidates and the client. Getting a meeting between the interested parties can be a job in itself, with full diaries and executives often in overseas locations. A change of mind at the last minute can further drag out the process. Searches commonly take three months or more, and are not always successful.
Headhunting can be done by large international executive search firms, boutique firms that may focus on one or two niche markets, or by national recruitment agencies with executive search arms. Larger firms tend to be brought in for appointments at the CEO level or for positions reporting to the CEO, and where candidates are hard to find.
Stakes are high, with executive search firms generally charging up to a third of the position's first-year salary -- (placements resulting from advertising average about one fifth of the salary, and some headhunters charge a fixed fee). One standard headhunters generally set for themselves is to not approach people previously placed for another client. Damon Sharwood, the director of legal search and recruitment agency, Dolman, says the exception is a past placement approaching the agency off their own intitiative.
Sharwood says in some cases people have said in their exit interview that they were headhunted, rather than admitting they had been looking. "It's happened a few times and we have then had to go back and explain ourselves,'' Sharwood says.
How can people increase their chances of being headhunted? As well as approaching agencies, people should raise their profile. Julie Mills, the chief executive officer of Australia's peak body, the Recruitment and Consulting Services Association Ltd, says in this new era of privacy law headhunters can face hurdles getting information -- but there is nothing to stop people posting their own details on the internet.
And Gaby Riddington, senior principal at local recruitment firm Hamilton James & Bruce, which also does executive search, says people can become more visible by presenting themselves as expert in their area -- especially beneficial for those who do not network outside the workplace to make presentations at conferences, publish papers or do volunteer work for professional associations.
Riddington says people who are looking for new opportunities should not get complacent, or let their standards drop. And she says it is worth the effort to recommend a suitable person if someone approaches you for help in a search -- it's likely the favour will be returned.
By Vivienne Reiner, The Weekend Australian, November 18, 2006.
=============================
hope the above information was of use to you.
-abhisek jain
From India, Dharwad
from whatever i know, head hunting is a big business in India. People at the top positions refrain from posting their CVs on internet or other sources. they only way to get hold of a good executive for a top-level vacancy is through head hunters.
one of the world's leading head hunting firm (in India - Gurgaon and Mumbai) is Amrop Hever:
http://www.amrophever.com/
The following article (taken from http://hindustantimes.com <link updated to site home> ) will give you more idea:
Amrop International are consultants to Management and Boards. We specialize in executive and non-executive director search and the related areas of management audit and advice on governance.
We are founding members of the Amrop Hever Group, the largest world-wide network operating in 51 countries with 83 offices. Our international reach allows us to help Indian clients appoint people with international experience; and to help overseas clients employ people from this part of the world.
Over the last 11 years, Amrop International India has emerged as a leading firm in India known for its repute, professionalism and quality of service. The firm operates from two offices in New Delhi and Mumbai with clients in all major sectors of industry through out India. Our India team is lead by 4 partners and a team of 25 talented professionals.
The firm is built around its partners who share common interest in the reputation of the firm and the success of our clients. They work together on all assignments. All our clients receive the benefit of our collective experience, know how and contacts.
Executive Search practice is focused on consulting and recruiting for our clients CEO's, Business Leaders and Functional Leaders.
A hiring decision can be complex. Issues of culture fit, chemistry will interlace with requirement backgrounds and competencies tailored for your business and its objectives. Our first task is to listen; to fully understand why we are being engaged. We excel in finding appointable candidates who will add real value to an organization. We look for not just one outstanding candidate, but for a choice.
We place great emphasis on the strength on our research and diligent application of our methods. Our research extends globally and we conduct original research for each assignment. We do a great deal of exploring and reference checking to find exceptional leadership talent for you.
Having successfully concluded over 700 mandates in the country for diverse client base, this practice has the width and depth that we leverage for each future assignment. Our partners bring a depth of understanding and experience to every assignment that we undertake.
Another important part of our practice is providing advice to boards on corporate governance and the appointment of carefully chosen independent directors.
Our organizational evaluation and management audit services are also employed in helping chief executives and boards gain a clearer appreciation of capacities of their organizations to meet key strategic objectives.
Our repute and professionalism is driven by our relationship approach to our clients and candidates. We give our clients a lot of attention. As a result of close and regular contact with clients we come to think like one mind. We approach our assignments as joint ventures with our clients and work together to achieve the best possible outcome.
Our candidates can expect the same care, professionalism and confidentiality as our clients.
We do not approach any of our clients' staff. Our success is built almost entirely on referrals and repeat business. Trust is at the heart of our business. Our clients trust us to represent them with integrity to candidates, sources and referees.
========================
also, you may find the following article on "Career Update: Headhunting" useful:
(taken from
http://www.careerone.com.au/jobs/job...te-headhunting )
Executive search is about enticing the right person for a job, writes Vivienne Reiner.
HEADHUNTERS can do no wrong in the current economic climate, with a global skills shortage fuelling growth in their industry. Revenues for executive search firms worldwide have grown by 20 per cent each year for the past two years, and indications are very good that 2006 will also be a year of significant growth, according to US-based Peter Felix, president of the Association of Executive Search Consultants.
"Assuming a 20 per cent increase this year, then the market would be more or less back to its peak 2000 level with worldwide revenues at about $8 billion,'' Felix says. "Any growth beyond that would take us to new heights.''
Search has experienced strong growth in the past few years because of a war for talent caused by demographic trends in Western countries and high competition for experienced management in new growth markets such as Asia and Eastern Europe. In Australia, the market is quite buoyant across all sectors, and particularly strong in infrastructure and resources. As well, the rate of change in Australian companies jostling to improve position, and mergers and acquisitions, have placed further pressure on the hunt for executives.
Executive search organisations tend to perform searches for senior positions offering remuneration upwards of $150,000-$250,000. But in Australia search is also becoming more common for more junior roles, thanks to the low unemployment rate. Employers are increasingly turning to recruitment agencies to target specific organisations and people to fill positions below the $100,000-mark.
Recruitment agencies with executive search arms, however, can be less research-intensive than headhunting firms that specialise in search.
Rob Pocknee is a partner in Cordiner King, the Australian arm of leading global executive search group Amrop Hever. Cordiner King receives up to 100 unsolicited resumes every week. But the people Cordiner Kings wants are often those well looked after by their employer, or too busy to apply for a new job.
"Sometimes the best candidates will not respond to an advertisement, and in fact that's probably becoming more and more the norm the higher you go in terms of the job,'' he says.
From the employer perspective, it may also be preferable not to advertise an upcoming vacancy, because this could be sensitive. To some people, headhunter is a bad name, suggesting a profession which poaches otherwise happily employed individuals.
But Pocknee believes the best headhunters present the information and leave the next step to the individual. According to Antony Beaumont, country director for Australia of another big global headhunting firm, Russell Reynolds Associates, people targeted for approach are generally ready for a new challenge. It is increasingly common for their companies to respond with a counter-offer, but Beaumont says about 80-90 per cent of people who accept counter-offers and stay put end up leaving within a year.
Beaumont says one of the exciting elements of working in the industry is the potential for finding the right placement that transforms an organisation. He once saw an injection of outside expertise boost a share price substantially. Some headhunters keep unsolicited CVs, but Beaumont says his firm focuses on search rather than collating and managing the numerous requests for work that come its way.
"It's like a golden age for executive search,'' Beaumont explains. "As companies become more international, the potential impact of executives who can really make an impact and drive performance and demonstrate that superior leadership is more marked. There's more demand for these people and there's a relatively small pool of them.''
The job of headhunting may sound mysterious, but there is generally a set way of going about the business that guides the profession. The first task is to get a clear brief from the client -- perhaps not so easy when it involves a number of stakeholders. Next is to identify possibilities. Headhunters search their databases, speak to sources and specialists, and look at people in similar roles to the brief.
They then act as a mediator between the short-listed candidates and the client. Getting a meeting between the interested parties can be a job in itself, with full diaries and executives often in overseas locations. A change of mind at the last minute can further drag out the process. Searches commonly take three months or more, and are not always successful.
Headhunting can be done by large international executive search firms, boutique firms that may focus on one or two niche markets, or by national recruitment agencies with executive search arms. Larger firms tend to be brought in for appointments at the CEO level or for positions reporting to the CEO, and where candidates are hard to find.
Stakes are high, with executive search firms generally charging up to a third of the position's first-year salary -- (placements resulting from advertising average about one fifth of the salary, and some headhunters charge a fixed fee). One standard headhunters generally set for themselves is to not approach people previously placed for another client. Damon Sharwood, the director of legal search and recruitment agency, Dolman, says the exception is a past placement approaching the agency off their own intitiative.
Sharwood says in some cases people have said in their exit interview that they were headhunted, rather than admitting they had been looking. "It's happened a few times and we have then had to go back and explain ourselves,'' Sharwood says.
How can people increase their chances of being headhunted? As well as approaching agencies, people should raise their profile. Julie Mills, the chief executive officer of Australia's peak body, the Recruitment and Consulting Services Association Ltd, says in this new era of privacy law headhunters can face hurdles getting information -- but there is nothing to stop people posting their own details on the internet.
And Gaby Riddington, senior principal at local recruitment firm Hamilton James & Bruce, which also does executive search, says people can become more visible by presenting themselves as expert in their area -- especially beneficial for those who do not network outside the workplace to make presentations at conferences, publish papers or do volunteer work for professional associations.
Riddington says people who are looking for new opportunities should not get complacent, or let their standards drop. And she says it is worth the effort to recommend a suitable person if someone approaches you for help in a search -- it's likely the favour will be returned.
By Vivienne Reiner, The Weekend Australian, November 18, 2006.
=============================
hope the above information was of use to you.
-abhisek jain
From India, Dharwad
Hi,
I want to send a proposal to my current client for new project of headhunting. This is a different project all together; wherein; i want to quote Rs.xyz/- to be paid for headhunting one candidate and out of the list whosoever joins the client i will charge as per my original contract.
Here names of the candidates are given by the client. I need to find them and check their interest and then televate them for my client.
Can someone help me, how this proposal can be drafted?
You can write to me on
or 
I hope to hear from you soon.
It's very urgent for me. I didnt get any such proposal drafts from the net. Please help me out.
Thanks in advanced.
Regards
Nilisha
From India, Ahmadabad
I want to send a proposal to my current client for new project of headhunting. This is a different project all together; wherein; i want to quote Rs.xyz/- to be paid for headhunting one candidate and out of the list whosoever joins the client i will charge as per my original contract.
Here names of the candidates are given by the client. I need to find them and check their interest and then televate them for my client.
Can someone help me, how this proposal can be drafted?
You can write to me on
I hope to hear from you soon.
It's very urgent for me. I didnt get any such proposal drafts from the net. Please help me out.
Thanks in advanced.
Regards
Nilisha
From India, Ahmadabad
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