Hi !! My name is Priyanka and i m a recruitment consultant.I would like to know more abt Head Hunting.Please suggest. Regards, Priyanka
From India, Mumbai
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From India, Mumbai
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Hi Priyanka,
Welcome to our citehr.com, and I hope this helps you immensely.
Head Hunting: Can you be more specific as to what exactly you want to know? For instance, do's and don'ts of Head Hunting or tips for the same. The clarity in the question would help the members to answer your queries.
Let me share some of my thoughts on this:
1. Head Hunting is a proactive approach to finding talented professionals and networking with them to place them for your clients.
2. The best way to find out the best professionals is to check the market and references. If you are looking for a top-notch sales professional in the FMCG sector for your client, then people in the market, distributors, retailers, and stockists, etc., would provide information on that. Yes, it's a bit of legwork, but that's the best way to hunt for professionals.
3. Once done, plan the way to approach them in a subtle manner. Meet them if possible as don't limit your approach to phone calls. Assess them and keep their profiles with you.
4. It's highly relationship-based, and trust is very essential.
5. If you find something lacking in them, tell them subtly as you want them to rise in the corporate world. Frankly, not many consultants do that, and the professionals feel they are just products in the hands of Head Hunters/consultants.
6. Network and network and make a potential list, keep track of their performances, and read everything about the industry.
7. Present them to your clients if you feel that it would be a cultural fit and meet the client's future plans and the potential of the candidates.
Well, that's what I can think of at the moment.
Hope this helps you.
Cheerio,
Rajat Joshi
From India, Pune
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108Welcome to our citehr.com, and I hope this helps you immensely.
Head Hunting: Can you be more specific as to what exactly you want to know? For instance, do's and don'ts of Head Hunting or tips for the same. The clarity in the question would help the members to answer your queries.
Let me share some of my thoughts on this:
1. Head Hunting is a proactive approach to finding talented professionals and networking with them to place them for your clients.
2. The best way to find out the best professionals is to check the market and references. If you are looking for a top-notch sales professional in the FMCG sector for your client, then people in the market, distributors, retailers, and stockists, etc., would provide information on that. Yes, it's a bit of legwork, but that's the best way to hunt for professionals.
3. Once done, plan the way to approach them in a subtle manner. Meet them if possible as don't limit your approach to phone calls. Assess them and keep their profiles with you.
4. It's highly relationship-based, and trust is very essential.
5. If you find something lacking in them, tell them subtly as you want them to rise in the corporate world. Frankly, not many consultants do that, and the professionals feel they are just products in the hands of Head Hunters/consultants.
6. Network and network and make a potential list, keep track of their performances, and read everything about the industry.
7. Present them to your clients if you feel that it would be a cultural fit and meet the client's future plans and the potential of the candidates.
Well, that's what I can think of at the moment.
Hope this helps you.
Cheerio,
Rajat Joshi
From India, Pune
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Headhunting, in a very simple way, is the art and science of locating potential resources through various sources (friends, colleagues, references, etc.) and then making contact (via email, phone, or face-to-face) to gauge if there is an interest in the offer you have to make.
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Hi Priyanka,
Headhunting is a very challenging part of the recruitment process. Generally, consultants find candidates using portals like Naukri.com, Jobsahead.com, etc., or through advertisements or their databank. When consultants don't find a suitable profile from these sources, they start looking for people in the market.
Here are some tips for headhunting:
- Find details of similar industries where your required candidates might possibly be found.
- Try to identify individuals working in companies in the same position.
- Obtain references from candidates you speak with regarding the requirement.
This is what I typically do to find candidates for headhunting. I hope you find this information beneficial.
Take care.
Bye,
Dinesh
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Headhunting is a very challenging part of the recruitment process. Generally, consultants find candidates using portals like Naukri.com, Jobsahead.com, etc., or through advertisements or their databank. When consultants don't find a suitable profile from these sources, they start looking for people in the market.
Here are some tips for headhunting:
- Find details of similar industries where your required candidates might possibly be found.
- Try to identify individuals working in companies in the same position.
- Obtain references from candidates you speak with regarding the requirement.
This is what I typically do to find candidates for headhunting. I hope you find this information beneficial.
Take care.
Bye,
Dinesh
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Dear Madam, I read about Headhunting .It was useful. But I have a doubt :I want to know about the effective ways of sourcing candidates and screening the candidates? Monisha
From India, Mumbai
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From India, Mumbai
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Hi Priyanka,
Headhunting should not be viewed as breaking employees from their current working firm to the prospective. Headhunting should be done in the right ethical practice. Understand the requirements and find free persons working on them. How? Make yourself a brand instead of typecasting. Seek free advice on forums. If you are having difficulty finding a good job, please send resumes to MIT consultancy for HR persons.
Regards,
Umalme
From India, Delhi
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Headhunting should not be viewed as breaking employees from their current working firm to the prospective. Headhunting should be done in the right ethical practice. Understand the requirements and find free persons working on them. How? Make yourself a brand instead of typecasting. Seek free advice on forums. If you are having difficulty finding a good job, please send resumes to MIT consultancy for HR persons.
Regards,
Umalme
From India, Delhi
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Hi Priyanka,
I think the concept of headhunting is not being viewed in the right frame of mind, though it has been thoroughly practiced. It's really embarrassing that even the top corporates do the same thing. It is actually about placing employees in the right roles or distributing them according to organizational requirements. However, this concept is often viewed as downsizing. I, as an HR professional, lament this and hope that this practice will change in the years to come.
Sashi
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I think the concept of headhunting is not being viewed in the right frame of mind, though it has been thoroughly practiced. It's really embarrassing that even the top corporates do the same thing. It is actually about placing employees in the right roles or distributing them according to organizational requirements. However, this concept is often viewed as downsizing. I, as an HR professional, lament this and hope that this practice will change in the years to come.
Sashi
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Rajat and Sashidar both touch on the most important aspect of headhunting - it is about matching the skills and knowledge of an individual with the needs of the organization. All recruitment should be focused on getting the best person for the job. The needs of organizations and individuals change, so headhunting needs to take into account the context at the time.
From an individual point of view, there is a certain amount of pride and satisfaction when you can say you were "headhunted" for a role. However, the point is not to create a "celebrity" in the workplace; it is to ensure that the business of the organization is carried out in the most effective way possible.
One of the ugly sides to headhunting, especially with large national and multinational corporations, is the obscenely large salaries paid to top executives. I always find this hard to reconcile with the basic concept of fairness.
From Australia, Ballarat
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From an individual point of view, there is a certain amount of pride and satisfaction when you can say you were "headhunted" for a role. However, the point is not to create a "celebrity" in the workplace; it is to ensure that the business of the organization is carried out in the most effective way possible.
One of the ugly sides to headhunting, especially with large national and multinational corporations, is the obscenely large salaries paid to top executives. I always find this hard to reconcile with the basic concept of fairness.
From Australia, Ballarat
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It is used when the talent is not easily available and needs to be picked up from its current place. It is one of the most basic methods of recruiting and is highly used by companies for higher posts as well as technical roles where the combination of skill sets is difficult to find.
Headhunting can be done directly or through consultants. You can find many consultants specializing in headhunting. For a headhunted candidate, the salary they demand is normally higher than the industry standards. Here, you are the buyer of a scarce commodity, so the basic law of economics applies: "lesser the supply = higher the price; more the demand = higher the price."
From India, Ahmadabad
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Headhunting can be done directly or through consultants. You can find many consultants specializing in headhunting. For a headhunted candidate, the salary they demand is normally higher than the industry standards. Here, you are the buyer of a scarce commodity, so the basic law of economics applies: "lesser the supply = higher the price; more the demand = higher the price."
From India, Ahmadabad
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Hi all!
I am also going through the same situation. It seems to be very difficult in the IT field when you don't have access to any database, and one has to start from scratch.
Take my case, I am absolutely new in the IT field, don't have any such contacts. Can anybody suggest to me how to extract direct names from the competitors' firms? It can be risky at times.
Regards,
Shweta
From India, Ahmadabad
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I am also going through the same situation. It seems to be very difficult in the IT field when you don't have access to any database, and one has to start from scratch.
Take my case, I am absolutely new in the IT field, don't have any such contacts. Can anybody suggest to me how to extract direct names from the competitors' firms? It can be risky at times.
Regards,
Shweta
From India, Ahmadabad
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Hi Sweta,
Headhunting is an art. You have to be extra careful while at it because the original employer might come to know about your intentions, and the entire effort may backfire.
For finding leads in IT companies in Ahmedabad, try some of these tricks. It takes lots of effort, but it works:
1. Try the competitor's website. Many times, the employees' names might be given on the website.
2. Try googling. Many of the employees are members of some forum or might have been featured in some event with their names published in newspapers.
3. Try placement consultants; they are experts at it, but they charge.
4. A slightly slower but one of the most effective ways is to send somebody to the nearby cigarette stall of the company and ask them to make friends with anybody from the company who might come for a cigarette. Even small talks lead to a lot of information.
5. Once you get one candidate, ask them during the interview about the entire organizational structure, and you will have the information you need.
I have done this for my company some years back and was quite successful in picking up some key employees. Try it; it will work.
From India, Ahmadabad
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Headhunting is an art. You have to be extra careful while at it because the original employer might come to know about your intentions, and the entire effort may backfire.
For finding leads in IT companies in Ahmedabad, try some of these tricks. It takes lots of effort, but it works:
1. Try the competitor's website. Many times, the employees' names might be given on the website.
2. Try googling. Many of the employees are members of some forum or might have been featured in some event with their names published in newspapers.
3. Try placement consultants; they are experts at it, but they charge.
4. A slightly slower but one of the most effective ways is to send somebody to the nearby cigarette stall of the company and ask them to make friends with anybody from the company who might come for a cigarette. Even small talks lead to a lot of information.
5. Once you get one candidate, ask them during the interview about the entire organizational structure, and you will have the information you need.
I have done this for my company some years back and was quite successful in picking up some key employees. Try it; it will work.
From India, Ahmadabad
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Hi,
Adding to Ajmal's points. The common names like Suresh/Rajesh, etc., can be used for this purpose. You can mask yourself to be a person calling from a bank or insurance company, etc., asking for the person, and the board will connect them to you (There are intelligent front office executives who can understand this gimmick :))
If you get to have the extension number, fair enough - you are halfway through. Try the various extensions (you may end up speaking with HR people as well, sometimes :D)
If you are a good salesperson - you are in it.
Cheers,
Rajesh B Valuelanes 98458 41000
From India, Bangalore
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Adding to Ajmal's points. The common names like Suresh/Rajesh, etc., can be used for this purpose. You can mask yourself to be a person calling from a bank or insurance company, etc., asking for the person, and the board will connect them to you (There are intelligent front office executives who can understand this gimmick :))
If you get to have the extension number, fair enough - you are halfway through. Try the various extensions (you may end up speaking with HR people as well, sometimes :D)
If you are a good salesperson - you are in it.
Cheers,
Rajesh B Valuelanes 98458 41000
From India, Bangalore
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Great!! :D Thanks a lot for the key suggestions. I’ll definately try these points and 'll let u know about the further developments, whether it works or not!!! Warm regards, Shweta
From India, Ahmadabad
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From India, Ahmadabad
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Hi, A another way of Head hunting is from the office nos you can dial some extenetion nos blankly. eg :If it is 51302000 ypu can assume that the last 4 digits are exttn noos. Regards, Monisha
From India, Mumbai
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From India, Mumbai
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Hi Jagadeesh,
I read your answer on headhunting, i.e., dialing the extension number. That's looking good, but how can we know the name of the person we are going to talk to before he says it? I opine that it will be awkward to ask for his name and then proceed with our openings.
Regards,
Monisha
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Hi Monisha,
Another way of headhunting is by dialing office numbers and trying different extension numbers blankly. For example, if the number is 51302000, you can assume that the last 4 digits are extension numbers.
Regards,
Marita
From India, Chandigarh
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I read your answer on headhunting, i.e., dialing the extension number. That's looking good, but how can we know the name of the person we are going to talk to before he says it? I opine that it will be awkward to ask for his name and then proceed with our openings.
Regards,
Monisha
---
Hi Monisha,
Another way of headhunting is by dialing office numbers and trying different extension numbers blankly. For example, if the number is 51302000, you can assume that the last 4 digits are extension numbers.
Regards,
Marita
From India, Chandigarh
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Hi Shweta, welcome to citeHR.com. Below are a few things which may help you:
1. Try to establish new contacts through friends, colleagues, parents, etc.
2. After some time, this works as a network growing and growing. For example, direct salespeople work hard for 1-2 years in the field, and then they start getting references from previous customers, i.e., they start recommending the products to their neighbors. Then the life of the sales executive becomes easier, but initially, they worked hard for those references.
3. Probe into the candidate's needs, i.e., their willingness to change jobs.
4. Last but not least, you can learn through experience.
Best wishes!
From India, Chandigarh
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1. Try to establish new contacts through friends, colleagues, parents, etc.
2. After some time, this works as a network growing and growing. For example, direct salespeople work hard for 1-2 years in the field, and then they start getting references from previous customers, i.e., they start recommending the products to their neighbors. Then the life of the sales executive becomes easier, but initially, they worked hard for those references.
3. Probe into the candidate's needs, i.e., their willingness to change jobs.
4. Last but not least, you can learn through experience.
Best wishes!
From India, Chandigarh
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Hi,
I am a new entry to this site. Thanks for the details that I found above. I usually implement all the above-mentioned practices, yet I find that headhunting is not as fruitful as I would like it to be. Can anybody provide me with information on various ways to connect with employees in a company where there are no direct extensions, and communication is typically done through the main phone line?
Warm Regards,
Bhanu.
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I am a new entry to this site. Thanks for the details that I found above. I usually implement all the above-mentioned practices, yet I find that headhunting is not as fruitful as I would like it to be. Can anybody provide me with information on various ways to connect with employees in a company where there are no direct extensions, and communication is typically done through the main phone line?
Warm Regards,
Bhanu.
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Dear All this s deepa here , workng as a recruiter , can any 1 of you provide me a mock presentation on head hunting ,as still ths concept is not very clear to me . :?: Cheers ! Deepa
From India, New Delhi
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From India, New Delhi
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Hi all,
This is Sai, and I am new to this site. The above postings on headhunting are useful, but there is still some confusion in my mind as I'm not clear on that. Can anyone please give a mock presentation?
Thanks,
Sai Kumar.
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This is Sai, and I am new to this site. The above postings on headhunting are useful, but there is still some confusion in my mind as I'm not clear on that. Can anyone please give a mock presentation?
Thanks,
Sai Kumar.
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Hi All,
I came to know from my friend about a place where excellent training is provided for recruitment, especially for headhunting. Why don't you try it?
For more information, contact:
Rajiv Malhotra
E-mail: recruit@sypher.in
Thanks & Regards,
Alex
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I came to know from my friend about a place where excellent training is provided for recruitment, especially for headhunting. Why don't you try it?
For more information, contact:
Rajiv Malhotra
E-mail: recruit@sypher.in
Thanks & Regards,
Alex
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Thank you, Alex, but at this particular time, I can't move out of this place. If you could help me out with any link, online information, or a PDF file template, it will certainly clear my doubts on headhunting.
Regards,
Deepa
From India, New Delhi
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Regards,
Deepa
From India, New Delhi
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Hi all,
I agree with Mr. Mirza that "it" is used when the talent is not easily available and needs to be picked up from its current place. It is a method of recruitment only if you are recruiting anyone in your organization; that is called headhunting. It's old wine in a new bottle only.
From India, Vapi
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I agree with Mr. Mirza that "it" is used when the talent is not easily available and needs to be picked up from its current place. It is a method of recruitment only if you are recruiting anyone in your organization; that is called headhunting. It's old wine in a new bottle only.
From India, Vapi
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