Can Anybody Helps What Actually Headhunting Is? - PPT Download

Dear seniors,
Please provide me some information about Headhunting...and how practically we can do headhunting.....and what actually headhunting is...?

Hello Suki
I hereby attaching the Head hunting ppt. I hope it will give an idea to u about head hunting.
Regards
Sudharshanan

Dear Sudarashan,
I want a practical approach for this..how practically we can manage headhunting....

Dear suki,
Headhunting is a type of recruitment. We pick a person from company by his name, We have a target person and we need him in our organisation. For that v try to contact him through any of the sources- fake calls at reception, taking no. from people in organisation. etc.
Let me knw if u r gettjing ths or i have to be more specific?
Regards
Neha

Hi ,
I would like to share my knowledge on Head Hunting
Only consultancy can perform HEADHUNTING for its clients. Head hunting is all about to fulfill your client's employee requirement by offering him a good employee from its competiror's firm. Head hunting is basically used to reach those people who do not post their resume on job portal beacause of few reasons like May be an employee is scared of being caught by his or her present employer or may be an employee can not go through a long process of posting his/her resume on job portal or There is also be possibility that employee is satisfied with his/her present job

To do headhunting, one requires lot of presence of mind and good convincing power. To reach that particular employee or position for which you are client has a requirement, head hunter has to use many excuses, as these is the only way of not being caught by the competetor's firm. But now a days even firms are taking steps to avoid head hunters activity, as it is great loss to them when employee leave them to join some other firm.

In my personal opinion, I think Head Hunting is not business ethic. As if you head hunt some other firm by using excuses to map that particular employee which you are looking for, so it may be possible that someother firm will head hunt your employees too. It would just go on and on. It will only increase attrition in your firm.

Please do comment on my view...

I am providing you one link which I came across on this web..
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:wink:Headhunting is hunting for the right skills which company requires for an individual and those people who are highly demanded in the market for their unique skill sets. For example person is good in chip technology or good in silk route testing specialisation in skills or for HR manager in these days settlement and retrenchment policy . These profiles cant be found easily in portal or database , company hires executive search firms to find such profiles. Hope it gives you brief idea about it.
Regards,
Gauri Tomar

Headhunting is a type of hunt for the best candidates for a specific job vacancy to be able to do these spefic tasks effectively.Headhunters must understand the sector or industry in which such candidates work, they must also have a good network of contacts within the sector and knowledge of individuals' motivation or career interests.
Regards,
Nawas

Shab,

I understand your point on headhunting ethic. But in reality, for a business to suceed or fail, it all depends on their human resources & infrastructure. In the case of infrastructure you can always buy but not human resources. So, the executive search firms/recruitment companies/corporate recruitment teams exist to help corporates to get the right workforce. So, to avoid losing talented workforce, the Sr. HR folks of the company have a higher responsibility to retain the talented workforce.

So, as per me let's accept the reality and compete in the business.

Suki,

Headhunting is one of the greatest skill a recruiter must have. Infact Companies depend on recruitement companies to provide head hunted profiles than the profiles which are availabe in job portals.

Per me the channels to headhunt are as follows:

- Understand the requirement well and map the companies from where you can get such profiles
- Go through job portals and find profiles from the mapped companies who are little close to the requirement you may have else have contacts from that org.
- Talk to them for an assignment and continue to be in touch with them for sometime and then start asking for any contacts in the specific group or the skillset
- Once you get a similar skillset person, then ask him to come to your office to discuss about the assignment. With this you can get max. information of that company and the resources on that skillset

- Another way to get contacts is to send mail with a questionnaire to lot of candidates who are close to the skillset you are looking for. At the end of the questionnaire you can ask for 2 referrals in your area of expertise for reference (atleast 60%+ candidates will give you names, contacts) :)... This will be more effective if you send candidates with <=5yrs of experience.

- If you don't find any in job portal or through your personal network. In such case get company's no. and dial saying I wanted to talk Srinivas/someone (you should choose a name which is common), once you get some Srinivas then start talking to him for an assignment for him and make friendship to understand about the company. Once after getting the right candidate contact, then you can follow earlier method of meeting in person and getting as much as details you can.

- You can approach people through open FORUMs like linkedin.com.

- If the skillset is highly niche, then send mails to 1000 people who are having 20% and above similar to the skillset you are looking for. With this method word will spread across and people will start reaching you directly.. :).. internet works for you...

Above are few ways as per me, if you start doing them you'll innovate your own ways to hunt the right talent for your Client's need.

One thing you should remember, while doing this job you should feel like a sales person and do your best to sell, so you'll face lots of situations where candidates will shout, etc.. You got to be positive until you achieve your goal.

As per my view, the toughest job for a recruiter is to "Headhunt". If you are a smart talker with business awareness, it'll become easy to deal with Sr. positions.

Good Luck!

KK

Headhunting is Zeroing in on a Passive job seeker for the job opening. One should have In and OUT knowledge about the market if one has to be succesful in headhunting.
Normally it may take time to pull out the Passive job seekers as they will be well settled in their job.over here the Brand Name, Compensation Package and the Profile comes into picture....so these three things are crucial....
Headhunting will come into picture when the resources are scarce to get.
I dont think Headhunting is unethical. Because everyone will move out if they find greener pasture outside...So its the job of HR to make sure that employees are Satisfied in their job ,instead telling that Headhunting is Unethical.
Regards
Nidhin Elanjickal Jacob

Hi Suki....

HEAD-HUNTING....!!!! It sounds like a self explanatory term...however has a lot of recruitment sence in it.

You will find a lot of people in the industry who are passive job seekers...Meaning that they are not actively looking out for a change, however given a chance/a better opportunity they might take an interest to look in to the new job. Those candidates are basically head-hunted. As they are not active job seekers..they will not post their profiles in any portals, or they might just leave a very old profile or they might not update their profile on a regular basis.

Now the key factor is...who is a head-hunter? A good head-hunter thinks like a detective. Name gathering along with contact details are their forte. They know how to pass the gatekeepers and reach the right person to present the new job to them. It is absolutely ethical unless there is any kind of agreement signed between the companies. And I disagree with the statement that "only consultants can do the head hunting."

It is based one recruiting principle...that is "Find out the perfect DNA to do the job"...

Best regards,
PP