Can any body help actual meaning of head hunting. Q1.what is Meaning of head hunting? Q2.And what is a process of head hunting in recruitment,And kinds of questions asked while hunting?
From India, Hyderabad
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From India, Hyderabad
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Can anybody help with the actual meaning of headhunting?
Q1. What is the meaning of headhunting? - Getting the candidate you are looking for by different available means.
Q2. And what is the process of headhunting in recruitment, and what kinds of questions are asked during the process? - Cold calling, employee referrals, competitor company's employees, ex-employees.
From India, Pune
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47Q1. What is the meaning of headhunting? - Getting the candidate you are looking for by different available means.
Q2. And what is the process of headhunting in recruitment, and what kinds of questions are asked during the process? - Cold calling, employee referrals, competitor company's employees, ex-employees.
From India, Pune
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Dear Singh,
I will not give the theoretical meaning of it much; rather, I will try to explain the meaning of Headhunting from a work viewpoint. If you try to understand from the word, it is hunting a head (doesn't mean you have to hunt down a person's head like an animal :-) , don't mind it was just a lighter note).
What it means is trying to find a candidate who is not easily available through other easy resources (job portals, references, advertisements, etc.). Usually, it is done to figure out senior professionals (Business Heads / Snr VP's, COO, etc.) or candidates who possess difficult-to-find skill sets. At the same time, it can also be done to find any person from any company (even an executive). Although it gets difficult to headhunt a specific employee at a junior level when you have a lot of employees doing similar kinds of work.
Many times, recruitment agencies working for clients have to do headhunting if their client wants to poach employees from a competitor organization to get ready resources for their own business who don't need to be trained and can start giving results immediately. Not only recruitment agencies but companies also do the same.
The process of headhunting will be a little difficult to understand through writing. It is more effectively understood when you see someone doing it. Headhunting is an art in which not everybody in the recruiting business is excellent. It takes time, common sense, patience, efforts, and skill in making stories to excel in that. Let me try to explain through an example.
For Example - You have the assignment to find the Regional Marketing Manager – North of a Top FMCG Co.
First method: From Google, try to find the Board numbers of that target FMCG Company's regional office for North. You can also try to get it from justdial.com services. Call the board number, craft a nice story and try to get the extension number of the Regional Marketing Manager or the Cell number (ALWAYS REMEMBER NEVER EVER YOUR STORY SHOULD OFFEND SOMEONE OR MAKE SOMEONE SCARED OR HURT SOMEONE'S FEELINGS. NEVER. IT'S A RULE OF THUMB). If your call gets transferred to him and you get him online, be polite and share the actual purpose of calling him. Your job is done. If you don't reach him at that time, call after a few hours or maybe the next day.
What kind of questions should be asked while headhunting cannot be defined specifically, and that's why I said it requires common sense as well. It all depends on what kind of relevant questions headhunters/recruiters can ask to make their way to the concerned employee.
A lot of people don't mind the way recruiters or headhunters find them by making stories, but on the other hand, many of them do and they tell the recruiters or headhunters point-blank on their face that they didn't like it and sometimes also show anger. So be ready for both situations.
There is another way to headhunt people; I will tell you some other time.
Hope now you would have some understanding of the same.
Other members, if you would like to add more to it and make it more enriching, please do the same.
From India, Delhi
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I will not give the theoretical meaning of it much; rather, I will try to explain the meaning of Headhunting from a work viewpoint. If you try to understand from the word, it is hunting a head (doesn't mean you have to hunt down a person's head like an animal :-) , don't mind it was just a lighter note).
What it means is trying to find a candidate who is not easily available through other easy resources (job portals, references, advertisements, etc.). Usually, it is done to figure out senior professionals (Business Heads / Snr VP's, COO, etc.) or candidates who possess difficult-to-find skill sets. At the same time, it can also be done to find any person from any company (even an executive). Although it gets difficult to headhunt a specific employee at a junior level when you have a lot of employees doing similar kinds of work.
Many times, recruitment agencies working for clients have to do headhunting if their client wants to poach employees from a competitor organization to get ready resources for their own business who don't need to be trained and can start giving results immediately. Not only recruitment agencies but companies also do the same.
The process of headhunting will be a little difficult to understand through writing. It is more effectively understood when you see someone doing it. Headhunting is an art in which not everybody in the recruiting business is excellent. It takes time, common sense, patience, efforts, and skill in making stories to excel in that. Let me try to explain through an example.
For Example - You have the assignment to find the Regional Marketing Manager – North of a Top FMCG Co.
First method: From Google, try to find the Board numbers of that target FMCG Company's regional office for North. You can also try to get it from justdial.com services. Call the board number, craft a nice story and try to get the extension number of the Regional Marketing Manager or the Cell number (ALWAYS REMEMBER NEVER EVER YOUR STORY SHOULD OFFEND SOMEONE OR MAKE SOMEONE SCARED OR HURT SOMEONE'S FEELINGS. NEVER. IT'S A RULE OF THUMB). If your call gets transferred to him and you get him online, be polite and share the actual purpose of calling him. Your job is done. If you don't reach him at that time, call after a few hours or maybe the next day.
What kind of questions should be asked while headhunting cannot be defined specifically, and that's why I said it requires common sense as well. It all depends on what kind of relevant questions headhunters/recruiters can ask to make their way to the concerned employee.
A lot of people don't mind the way recruiters or headhunters find them by making stories, but on the other hand, many of them do and they tell the recruiters or headhunters point-blank on their face that they didn't like it and sometimes also show anger. So be ready for both situations.
There is another way to headhunt people; I will tell you some other time.
Hope now you would have some understanding of the same.
Other members, if you would like to add more to it and make it more enriching, please do the same.
From India, Delhi
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