The most valuable resource in today's fast-paced corporate world are People. The present recruitment scenario is witness to the expertise of jon consultants better known as headhunters.
Headhunters have established themselves as an important link in the employment chain. Various companies and firms have chosen to enhance their human resource by using the expertise that headhunters bring to recruitment. The boom in the headhunting industry can be attributed to the headhunter's superior understanding of the industry and market norms, job profiles, people skills etc. By virtue of their aggressive networking and people skills, headhunters today have created a niche for themselves. Increasing staff turnover rates have served to propel the headhunting industry to a high demand, high delivery industry. So to join or start a much-needed service like this what does one need to be successful? The pointers below will help in better understanding of the do's and don'ts of the business.
It is imperative to have an in-depth specialised knowledge of the industry, the job requirements, work culture, HR policies etc. This is the reason most headhunters work within well-defined niches and offer their services in specialised industries. A good grasp of the various problems and issues that plague the market, is essential
Every new search assignment that a headhunter takes up involves sifting the grain from the chaff. In other words, it calls for pre-screening numerous candidates for a job. This is where the headhunter's ability to probe beyond the superficial, comes to the fore. Piloting the right person to the right job calls for a specialised screening of the aptitude and skills of the candidates to ensure the selection of high-value performers.
Several factors need to be considered. The headhunter takes into consideration the candidate's values, job preferences, skills, background, family commitments etc. These are the guiding parameters by which the headhunter analyses the candidate's suitability to the requirements of the recruiter. The main objective should not be to generate short-term employment but to bridge the demand-supply gap. Ethical headhunting calls for a sense of integrity.
The headhunter should guide the candidates in interview handling skills.
The headhunter plays an important role in negotiations regarding salary and other benefits.
A headhunter stakes his reputation on the competencies of his candidate. A headhunter's responsibility does not merely end once the candidate is hired. Good follow up with the company is a value-added service that can give a headhunter an edge and help in striking a long-term relationship with the company.
With a clear understanding of the above, a headhunter can be tuned to success in the corporate scenario. The headhunter charges a commission from the company per hire but also owes loyalty to the candidate. Hence, it is vital for him to help the candidate find a fulfilling and rewarding job.
The intense competition in the recruitment procedures has led to several headhunters working round the clock. To sum up, it is not only about skills, but also about being in the right place at the right time. In other words, a true headhunter is one who finds the right peg for the right hole.
P.V.S. RAVINDRA VARMA
what is difference between recruitment and head hunting? It seems that the purpose and the process are same? then why diffirent names?
headhunting is the source of recruitment. Recruitment can be done by two methods internal recruitment and external recruitment now there are various sources for this methods and head hunting is one such source for external recruitment.
recruitment means attracting people whereas head hunting is one of the method to do recruitment there are several other methods for doing recruitments. and these methods varies from each other so there is difference between both headhunting and recruitment but it might be possible that there is very less or no difference between various sources of recruitment like headhunting
Head Hunting is the process of working closely with an
employer, understanding the strategic hiring and growth
needs, defining the perimeters of a search, identifying the
targets/ top talents at mid to top level of other
organizations, making a approach to the selected targets,
understanding candidates's personal Pull/Push factors,
managing and preparing clients' and candidates'
expectations and brokering of an employment contract -
covering package/title/KPIs etc.
Headhunting is a specialized area within recruitment
whereby the recruiter understands a particular
space/industry well enough to know the key performers and
players in the market.
Headhunting does not include Classified Advert, Job Posting
or Campus recruitment. Headhunters look for candidates and
not applicants who apply but target people who are
gainfully and happily employed. Headhunters often rely on
network and referrals to find the ideal candidates, not
through database or applicant write-ins. Many Top tier
firms like Spencer & Stuart, Egon Zenhder etc, rely on
technical experience + strong network + a good research
team to fulfil clients' needs.
Headhunting can derive from client's need to fulfill a
particular senior position within the organization or an
unsolicited candidate whom the headhunter feels is a great
fit for his/her clients.
For individuals who would like to consider headhunting /
executive recruitment as a career, I would advise you to
read up on MRI / Humana search methodologies.
The information which you had provided for head hunting had given me a clear picture about it. Please give me some more information about how we do head hunting at initial stages as I'm working as a recruiter. and interested to learn new things in HR aspects..
Thanks in advance
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