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Good one, Sangeeta. Simple presentation there, which explains the approach of finding and attracting the best experienced person with the required skill set. As headhunting involves convincing the person to join your organization, I was expecting little more in presentation. But its nice going through.
From India, Mangaluru
From India, Mangaluru
Dear Navin,
Any recruiter will always want to have a huge database. Be it headhunting or talent acquisition, the process involes time and manytimes expensive also.
Only if required, a prospective person has to be headhunted. In the event of not absorbing him or if the current occupant has not vacated, your improved relationship with that candidate will not be useful. How long will you headhunt him and have him in your good books without knowing the right time of absorbing?
There had been many cases wherein the profiles of headhunted were kept on hold even beyond six / eight months for various reasons. The cost involved for such processes will be enormous. Though you actually worked, finally your hardwork for the said man-hours is wasted and your potential work input is zero.
So at the end of a period, many resumes in the huge database have to be updated or deleted for obsolete reasons. Never interview them in advance and keep them for future use.
'Always feed those only when they are hungry. What happens if you cook in anticipation and the guests don't turn up? You endup wasting them.' This situational analysis has to be pondered with care and should not affect the brand of your company.
Regards
Chandru
From India, Madras
Any recruiter will always want to have a huge database. Be it headhunting or talent acquisition, the process involes time and manytimes expensive also.
Only if required, a prospective person has to be headhunted. In the event of not absorbing him or if the current occupant has not vacated, your improved relationship with that candidate will not be useful. How long will you headhunt him and have him in your good books without knowing the right time of absorbing?
There had been many cases wherein the profiles of headhunted were kept on hold even beyond six / eight months for various reasons. The cost involved for such processes will be enormous. Though you actually worked, finally your hardwork for the said man-hours is wasted and your potential work input is zero.
So at the end of a period, many resumes in the huge database have to be updated or deleted for obsolete reasons. Never interview them in advance and keep them for future use.
'Always feed those only when they are hungry. What happens if you cook in anticipation and the guests don't turn up? You endup wasting them.' This situational analysis has to be pondered with care and should not affect the brand of your company.
Regards
Chandru
From India, Madras
Thnx but can u tell me how to use google in finding right candidate accept we can find about target client company information there
From India, Delhi
From India, Delhi
Hi Sangeetha,
Headhunting is the methodology used for Senior level recruitment. We can create a database only for those positions which tough to find and open since long time. Anyway ppt is really nice and helpful to those who are into recruitment. most efficient way is networking/get together with senior level people.
Ajay Padnekar
9322932211
From India, Bangalore
Headhunting is the methodology used for Senior level recruitment. We can create a database only for those positions which tough to find and open since long time. Anyway ppt is really nice and helpful to those who are into recruitment. most efficient way is networking/get together with senior level people.
Ajay Padnekar
9322932211
From India, Bangalore
Hi ! Thanks a lot !!! i am working currently as resource executive, intrested to get into recruitments, attachment enclosed gave me a brief idea about head hunting.
From India, Bangalore
From India, Bangalore
Hi I am Harsha ASr Recruiter i saw your ppt of head hunting it is extremely usefull its too good keep it up may be iwilrefer and use it . Regards Harsha
From India, Hyderabad
From India, Hyderabad
while recruitment is not in positive direction these days ,What alternative or related services one can be offered to clients in current market situations. sanjeev
From India, Lucknow
From India, Lucknow
Hi Sangeeta,
Thanks a lot. Very good presentation. This vil help us in recruitment as we are in outsourcing staffing to the client & very helpful in resourcing Sr.Management position which is difficult sumtimes.
Regards
Mayura
From India, Pune
Thanks a lot. Very good presentation. This vil help us in recruitment as we are in outsourcing staffing to the client & very helpful in resourcing Sr.Management position which is difficult sumtimes.
Regards
Mayura
From India, Pune
Hi Sangeeta,
The PPT is really good and knowledgeable. Covers a good amount of topics.I want to know in detail about all the methodology you described in ppt. can you please tell me the link from where did you get this information. please do reply to it on [IMG]https://www.citehr.com/misc.php?do=email_dev&email=c25laGEuckBxdWVzdGhyLm NvLmlu[/IMG].
Thanks for help.
Regards,
Sneha :)
From India, Pune
The PPT is really good and knowledgeable. Covers a good amount of topics.I want to know in detail about all the methodology you described in ppt. can you please tell me the link from where did you get this information. please do reply to it on [IMG]https://www.citehr.com/misc.php?do=email_dev&email=c25laGEuckBxdWVzdGhyLm NvLmlu[/IMG].
Thanks for help.
Regards,
Sneha :)
From India, Pune
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INERPERSNAL SKILLS.ppt