Exploring Headhunting Techniques, Recruitment Practices, and Ethical Concerns in the Industry

Hi,

I wanted to know about some headhunting techniques. For example, if I'm asked to find out the XLRI '96 batch, how can I do that? Please reply.

Thank you.

It can be challenging to locate the entire XL 96 batch, or it may require a significant amount of time. When logging onto the portal, select any individual from XL 96 (depending on whether they are in HR or Sales) by using keywords. Then:

a) Immediately inquire if the person knows the individual you are seeking. If they do, politely request their contact information and be prepared to accept a potential refusal. If the person indicates they do not know the individual, select another and repeat the process.

b) Choose a member from the XL 96 batch on the portal, present them with an attractive job opportunity, and prolong the conversation by mentioning fictitious names. Verify if they were part of XL 96 or a different batch and gradually introduce the name of the person you are seeking. Confirm if the person is still in contact. Remember to assure them that you are familiar with the individual you are seeking and explain that you are attempting to reconnect due to losing their contact information.

Ensure to maintain a single line break between paragraphs for clarity.

Dear Simhan Sir,

I agree with the fact that headhunting most of the time is unethical, but that's what headhunting is all about. I am not sure how much headhunting you have done. If you have something better to suggest instead of headhunting, please kindly let us know so that we can explore further options.

Thank you.

I have not done any headhunting. I also do not answer queries over the phone as I know people are using unethical methods to solicit information from me for free. I normally tell people who cold call me to send all the details in writing and then see how genuine they are. It's because of such practices that the whole business of recruitment is in such a mess. Soon, people come to realize that these so-called Headhunters are only "Selling a dream job" and "throwing fake names," etc., to use your own words.

I am sure some HR experts who have done headhunting will join this debate and contribute their views. Have a nice day.

Simhan
A retired academic

Dear Sir,

If a headhunter who is good in his/her work can cook a story on the phone, then to make it more genuine can also send details in writing, which can be satisfying enough. That isn't a difficult work to do.

"It's because of such practices that the whole business of recruitment is in such a mess."

I have a little different opinion out here. According to me, it's not these practices that have made it a mess; rather, it's the demand vs. supply factor, quick delivery, and cost minimization factors that have made it a mess. Even though people realize that they have been used to extract information, the intrinsic desire, the need to have something better, makes them/will make them fall for it again by some other headhunter in the long run.

As you rightly said, I would appreciate if some other people in the headhunting business can share their thoughts/views on the same to educate us more.

I too endorse Prashanth.

"Pick up someone from XL 96 batch from the portal, sell them a dream job, and extend the conversation by throwing some fake names and checking if he/she was in his/her batch or some other batch. Then slowly come to the name of the one you are looking for and check if he/she is in touch. Don't forget to give him/her the assurance that you know that person very well (whom you are looking for); it's just that you have lost the contact details and touch, and now you are trying to revive the contact so you're just taking the help."

This would definitely help, though not most of the time, as I had tried on my own working as a Consultant, and as a matter of fact, that has worked out. If other ways to trap the requirement are blocked, this too could be tried by furnishing minimum information from our side and possibly could extract the required information. That again depends on the way we talk.

Presently, I am pursuing an MBA with a specialization in HR. I would like to undertake an additional course, such as SAP or a foreign language. Could anyone advise me on which one would be beneficial for my career?

Hey friends, I'm pursuing my MBA with an HR specialization in a reputed institute. We have grand projects to do in the 4th semester. Can anybody suggest some good project names? Also, I want to know if any HR topic can be taken in general or if it has to be related to a specific company? For example, retention techniques of Reliance Communication. In this case, I would need to have some reference within Reliance Communication to obtain data regarding retention. I hope you understand what I'm trying to say.

So friends, please suggest and help me with some project topics that are general. If it's with a specific company, provide the reference person's name and phone number so that I can collect data from them for my project in that particular company.

Good evening,

For accomplishing your "Project" in the 4th semester with an HR specialization, you can take up the topic of "Green Collar Jobs". Not everyone will know about it (I guess), and it will help you to expand your orbit of analyzing how HR departments of different companies are adopting the same. Secondly, you will be able to spread knowledge among your friends on the same topic.

More queries are welcomed. Hope it fulfills your needs.

Respects and regards,
Hansjeet

Ram Kumar, Daisy, Hansjeet,

A sincere request if you guys can start up some other thread on what you are discussing. The topic of this thread is something different (if you would have noticed).

Hi Ramkumar,

SAP is only for those who have functional experience, so it is a waste of time for freshers.

Regards,
N. Srinivasan

Hi,

Headhunting is targeted towards specific personnel, especially for top management positions and certain specialized jobs. It is essential to proceed with headhunting techniques through proper networking only.

Regards,
N. Srinivasan

I also agree with Prashant as this is the most common manner to get the information. But, I would like to add that usually the premier institutes have Yahoo groups and Orkut communities. If you can make good contact with one member, then they can post a query for you. Even the latter alumni may be able to help you as they would be able to guide you. All the best.

Pallavi

Dear friend, the ways are as follows:

- From the old organization
- From friends and relatives
- From the college/institution friends or their databank
- From consultants
- From newspaper ads
- Try new methods like senior and retired people in the same department of a similar organization, etc.

Thanks,
Nagaraj
Email: nagaraj1946@gmail.com

Ram Kumar, Daisy, Hansjeet,

I agree with Prashant, please post your queries in a separate thread. It's really looking weird on your part. And yes, seniors from the industry, please throw some light on headhunting techniques!

I agree with Prashanth. Headhunting does good to both the recruiter and the passive candidate. One of the well-used methods is cold calling.

Hi,

Why don't you start from LinkedIn and then take it forward? Can't you directly mention why you require this particular person's contact? Why would you want to make up fake stories?

I think the query is for the whole batch and not for any particular person, the name being unknown. Another point: Tatas are the ones who absorb maximum XL passouts. So you may try to hunt there also.

I agree with what Prashant says. Nobody likes to misrepresent facts and lie unnecessarily, but due to the business pressure that we have and the performance-centric environment around us, we are forced to adopt such techniques. These techniques might be unethical, but that's why we are paid for it! Sorry if my views are not acceptable :)

Regards,
Madhu

Dear Bhatiapal,

It is not a specific case that TATA's take most of the XL. I mapped some TISS & a lot of XL HR guys as early as batches of 82 or maybe 85 till 2004/2005 but did not come across a situation where I have seen an abundance of XL people in Tata's (if I am able to remember correctly). Instead, I saw the XL population spread evenly in different companies.

However, it's been more than 4 years since I did those assignments, so if there has been a change in the trend in these past years, please let me know for my own knowledge.

Hi,

If the requirement is for a managerial position, we can directly call their official number, which we can obtain from various official websites. Then we can ask to be connected to the particular manager. We should not disclose our name or the consultancy's name. We just have to engage them in a conversation related to their field, inquire about their personal number after a lengthy discussion, and then, after a few hours, we can discuss the job opportunity with the same person.

Attachment 65000

Dreams visit us when we are asleep, but commitment wakes us up each day and gives us every chance to make our dreams come true!

Regards,
Shridhar S

Greetings!!!

Well, quite a discussion---

Prashant can't be wrong in the context of business because business is about making a profit and not about pondering whether it's ethical or not; but in my opinion, in the case of recruitment, it is different.

By selling a false dream job to fetch a couple of contacts can be counterproductive because you never know if you may require the person (to whom you sell false jobs) for some other position. Most of the time, you will realize that people are quite open to help their friends. If you call up and say that "you have a job which may not be suitable for you but one of your friends may find it great," you will get one or two contacts. Referral networks like LinkedIn, Joso, Orkut, Facebook are considered to be the hottest headhunting tools nowadays. One thing is for sure - nobody can become a good headhunter overnight. It requires time and effort. The term itself is coined for such people who have a good industry network, and a successful headhunter is one who is able to fetch contacts through his network. By starting off with the wrong premise (like that of fooling people), one is actually marring his/her chances of becoming a good headhunter.

Regards