Hi Ram,
Suppose you have a requirement for GM - HR. You can directly call the target company's board and ask to be connected to the HR department. Inform the receptionist that you are calling on behalf of a reputable organization and that you are conducting a seminar on the latest HR practices. Then, express your desire to speak with the GM HR. They will surely connect you to the GM HR, or you can obtain his contact details to reach out later. This is just a basic practice; there are more innovative ways to approach this, which ultimately depends on the Recruiter.
Regards,
Prince
From India, Madras
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1Suppose you have a requirement for GM - HR. You can directly call the target company's board and ask to be connected to the HR department. Inform the receptionist that you are calling on behalf of a reputable organization and that you are conducting a seminar on the latest HR practices. Then, express your desire to speak with the GM HR. They will surely connect you to the GM HR, or you can obtain his contact details to reach out later. This is just a basic practice; there are more innovative ways to approach this, which ultimately depends on the Recruiter.
Regards,
Prince
From India, Madras
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Let me tell you one thing frankly, as far as I know.
Headhunting is mainly done for senior positions (like GM, VP, and Exec-VP). Moreover, Java/J2EE is a skill set where plenty of profiles are available on job portals themselves. May I know the difficulties you are facing so that I can help you out?
This is just my simple suggestion. If I'm wrong, I apologize.
Regards,
Prince
From India, Madras
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Headhunting is mainly done for senior positions (like GM, VP, and Exec-VP). Moreover, Java/J2EE is a skill set where plenty of profiles are available on job portals themselves. May I know the difficulties you are facing so that I can help you out?
This is just my simple suggestion. If I'm wrong, I apologize.
Regards,
Prince
From India, Madras
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Hi Tejesh,
I am a HR professional working in the pharmaceutical industry in Hyderabad.
I am sending you the details of Head Hunting, which might be useful to you.
Head Hunting: Third-party recruiters who specialize in placing job seekers in full-time positions with their client companies are more often referred to as headhunters. It should be noted, however, that many recruiters resent being called headhunters, and vice versa.
Typically, headhunting is associated with a higher degree of industry knowledge and a more specialized, less 'blanket' approach. Whereas a recruiter may place an advertisement or make calls with no prior knowledge of the individual they are contacting, a headhunter will attempt to learn about the subject's previous employment history, education, etc. They will make contact under the premise that 'on paper' the candidate is suitable for the role, regardless of their current situation. Poaching employees away from their current employment in this manner gives headhunters their name.
Head Hunting is a proactive approach to finding talented professionals and networking with them to place them for your clients or your company. Once done, plan the way to approach them in a subtle manner. If possible, meet them in person as don't limit your approach to phone calls. Assess them and keep their profiles with you.
It's a relationship-based process, and trust is essential. Present them to your clients or your company if you feel that they would be a cultural fit and meet the clients' future plans and the potential of the candidates.
With regards,
Tejesh
From India, Mumbai
Acknowledge(0)Amend(0)
I am a HR professional working in the pharmaceutical industry in Hyderabad.
I am sending you the details of Head Hunting, which might be useful to you.
Head Hunting: Third-party recruiters who specialize in placing job seekers in full-time positions with their client companies are more often referred to as headhunters. It should be noted, however, that many recruiters resent being called headhunters, and vice versa.
Typically, headhunting is associated with a higher degree of industry knowledge and a more specialized, less 'blanket' approach. Whereas a recruiter may place an advertisement or make calls with no prior knowledge of the individual they are contacting, a headhunter will attempt to learn about the subject's previous employment history, education, etc. They will make contact under the premise that 'on paper' the candidate is suitable for the role, regardless of their current situation. Poaching employees away from their current employment in this manner gives headhunters their name.
Head Hunting is a proactive approach to finding talented professionals and networking with them to place them for your clients or your company. Once done, plan the way to approach them in a subtle manner. If possible, meet them in person as don't limit your approach to phone calls. Assess them and keep their profiles with you.
It's a relationship-based process, and trust is essential. Present them to your clients or your company if you feel that they would be a cultural fit and meet the clients' future plans and the potential of the candidates.
With regards,
Tejesh
From India, Mumbai
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