Interviewer collecting information about organisations to head hunt - CiteHR
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Dear all,

Great case study, the points that stand out are : -

1 We need to draw boundaries for our own behaviours. Our personal interest is not paramount.

2 What ever the levels of the people, how they behave, may really not be predictable.

3 We have a responsibility towards organisations that we work for.

4 The ground realities are different, and like technology, keeps upgrading. They may not really agree with our thought process.

5 12th Commandment-"Keep up with ground realities, they change with time"

6 What ever the problem/ situation that we confront, keep to the basics.

7 The discussion here reveals, how we think differently, its nevertheless a paradox, that we have different views on what is right/ truthful.

Nevermind the terminologies we give to recruitment patterns, like head huting, lateral recruitment, talent and any other, it is a matter to ponder, whether, sense understood by most on the term 'ethical' has changed. To most in the society, difference between right and wrong is clear.


Dear Pankaj,What happened to you was very unjust.Whenever you go foe an interview, Pls give the contact number of your immediate supervisor only and ask them do a ref-chk in front of you.If they ask for other contact numbers (for eg of ur CEO, VP or any other operations guy)tell them that you will need a litte time and you need to speak to them befor giving thair references. After you are on-board thr new company, pls request them for two or three days more, and do not divulge any detiails till get u get the appointment letter in ur hand. Atleast you are legally empowered to take action in case of any cheating, because you have the appointment letter with you.Pls be careful in the future and all the best for ur futureRegards--Debashish
Hi Pankaj, It was really suprising to know for me too , head hunting can be done in this way also, but its cheap way to do headhunting. Regards, Sharmila
Dear Young and budding HR friends,

Substantial No of you all are younger age groups, raring to go into your careers with all the enthusiasm.

These are the also the formative years for this section of the professionals. My experience indicates that the experiences that we gain during this period are etched in our minds, and have a substantial effect on our moulding, and future lives. It is also my considered opinion, that we learn a lot from the examples given by our superiors.

As such it becomes essential for some of us elders to give good examples. it also is imperative that we, as mature and discerning prefessionals have the ability to seek and imbibe what is right, and strength to shun what is wrong and undesirable. Elder professionals have a responsibility, not only to the young and budding professionals, but also to the society.

What was done to Pankaj by the CEO concerned, was a bad example, and best be forgotten as a bad joke.

Let us then commit to our selves to be good examples to our young colleagues. Pankaj has already committed so in his starting post. So should we.


Dear Chandan,
This is nothing but hard core body shopping. It is really bad, but is the norm, especially with telecom concerns, who are your companies competitors. My suggestion would be if you are looking for a change, do not do it within the same zone,(that is not the same location), choose companies, that are small and not compared to be your current company competitors. This will give you a better opportunity to suceed in your job and also will not have body shopping experience that you just had.
Hope you understand what i said.
Thanks and regards,

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