Hi all, Would appreciate the recruitment experts to help me in preparing a PPT on head hunting. What are the various ways of headhunting; Thanks Mariaa
From India, Bangalore
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6From India, Bangalore
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For headhunting, you need to be creative in your approach and be able to use your network and references well.
For instance, I have an opening for Manager HR in an FMCG. I know that there was a person, A, at some time working with another FMCG, say PepsiCo. All I know is his name and his tenure with PepsiCo. His numbers have changed, and I am not able to get in touch with him directly.
There is another chap, B, who also worked in PepsiCo at the same time as this HR guy.
Now I get in touch with B, asking if he is still in touch with A?
He tells you that he is not in touch but he knows that A had joined Wrigley's.
Now you check if you know someone in Wrigley's (any department).
Yes - You call your contact in Wrigleys and therefore reach A.
No - You call Wrigley's Boardline and make up stories so that your call is put through and you reach A.
Remember, during a cold call on the board line, you have to be very sure of what you say because generally any anonymous calls are transferred to the HR Dept as a retention tool. Any HR department would not let anyone trap its talent. :wink:
Also, there could be linked to industry mapping.
Hope it was useful.
Best Regards
From India, Delhi
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For instance, I have an opening for Manager HR in an FMCG. I know that there was a person, A, at some time working with another FMCG, say PepsiCo. All I know is his name and his tenure with PepsiCo. His numbers have changed, and I am not able to get in touch with him directly.
There is another chap, B, who also worked in PepsiCo at the same time as this HR guy.
Now I get in touch with B, asking if he is still in touch with A?
He tells you that he is not in touch but he knows that A had joined Wrigley's.
Now you check if you know someone in Wrigley's (any department).
Yes - You call your contact in Wrigleys and therefore reach A.
No - You call Wrigley's Boardline and make up stories so that your call is put through and you reach A.
Remember, during a cold call on the board line, you have to be very sure of what you say because generally any anonymous calls are transferred to the HR Dept as a retention tool. Any HR department would not let anyone trap its talent. :wink:
Also, there could be linked to industry mapping.
Hope it was useful.
Best Regards
From India, Delhi
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Hello, I have been doing headhunting for the past 6 months.
Depending on the requirement, I target different companies in that sector!
For example, if I am recruiting a Testing Engineer, I call the board number of a target company and ask the front desk person to connect me to Ashok or Patrick Richardson in the QA Team. I do not reveal my identity there. I may mention that he is my childhood friend or a distant relative, etc. Once connected to the candidate, I reveal my identity to that person only. This approach has worked for me many times!
For international headhunting, I target different companies depending on work orders. For example, if I am recruiting a Clinical Research Associate, I call the company and inform the front desk that I am calling from SOCRA (Society for Clinical Research Associates) and I want to get in touch with CRAs to invite them to a conference. This way, I can connect with various people in the company.
I hope this information is useful to you! All the best!
Goodbye,
Karuna
From India, Hyderabad
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Depending on the requirement, I target different companies in that sector!
For example, if I am recruiting a Testing Engineer, I call the board number of a target company and ask the front desk person to connect me to Ashok or Patrick Richardson in the QA Team. I do not reveal my identity there. I may mention that he is my childhood friend or a distant relative, etc. Once connected to the candidate, I reveal my identity to that person only. This approach has worked for me many times!
For international headhunting, I target different companies depending on work orders. For example, if I am recruiting a Clinical Research Associate, I call the company and inform the front desk that I am calling from SOCRA (Society for Clinical Research Associates) and I want to get in touch with CRAs to invite them to a conference. This way, I can connect with various people in the company.
I hope this information is useful to you! All the best!
Goodbye,
Karuna
From India, Hyderabad
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Too Good Karuna, the tact of poaching is really wonderful. I still remember when I was in ITES recruitment. I used to screen the people, be it calls from Hutch/Airtel customer care, or Just Dial services, receptionists. But I didn't know the term HEAD HUNTING then. Thanks. This time I would try the targeted company's board line as the job specifications changed now.
Sari
From India, Hyderabad
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Sari
From India, Hyderabad
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Thank you very much for the input. I will certainly take note of these points.
Another method I use is through forwarded junk emails. Many from my organization forward emails, copying many of their friends who are in IT. I send them emails initially, just a "hi," and then reveal about the opportunity. It has really worked for me many times!
Thanks, Maria
From India, Bangalore
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Another method I use is through forwarded junk emails. Many from my organization forward emails, copying many of their friends who are in IT. I send them emails initially, just a "hi," and then reveal about the opportunity. It has really worked for me many times!
Thanks, Maria
From India, Bangalore
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BEST RECRUITMENT STRATEGIES.doc
Head hunting.ppt
BEST RECRUITMENT STRATEGIES.pdf