Hello Friends,
Myself Sriya from hyderabad.I am a recruiter.Can anybody help me to understand what exactly the meaning of headhunting in recruitment and how to do headhunting for a senior position in IT ?
Waiting for a quick reply.
Regards
Sriya
From India, Hyderabad
3Myself Sriya from hyderabad.I am a recruiter.Can anybody help me to understand what exactly the meaning of headhunting in recruitment and how to do headhunting for a senior position in IT ?
Waiting for a quick reply.
Regards
Sriya
From India, Hyderabad
it means hunting for people, each person counted as a head. more specifically it means hunting for people from competitor
From India, Kochi
From India, Kochi
Headhunting is the most effective method of proactively recruiting top performers who might not willing for a sudden change. Head hunting can be done through following methods:
Ø Through wide variety of Industry contacts if any.
Ø Taking external referrals For Eg: Get the contact details of the reporting managers and the colleagues from the candidate who comes for interview.
Ø The referral can be paid in case the prospective hires joins the organisation, by doing this the referral gives you more leads.
-- Shash
From India, Delhi
Ø Through wide variety of Industry contacts if any.
Ø Taking external referrals For Eg: Get the contact details of the reporting managers and the colleagues from the candidate who comes for interview.
Ø The referral can be paid in case the prospective hires joins the organisation, by doing this the referral gives you more leads.
-- Shash
From India, Delhi
Hi, Kindly find the attached ppt on head hunting. Hope this may give you a clear idea.
From India, Mumbai
From India, Mumbai
headhunting is recruiting the top management
excutives ,who are highly skilled and resourcefull and
whoes contribution to the organization leads to success or
these employees are the competitive advantage of the
organization.eg,those employees who are competitive
advantage of some company is offered the fancy designations
and high salary package and made to join their company this
process is called headhunting.headhunting can be done via
ads,job portals referals etc.there are three types these
are direct ,indirect and third party recruitment. is it ok ,
if u need any in fo please mail me
.
my name in chaitnya , technical recruter. us based company
From India, Hyderabad
excutives ,who are highly skilled and resourcefull and
whoes contribution to the organization leads to success or
these employees are the competitive advantage of the
organization.eg,those employees who are competitive
advantage of some company is offered the fancy designations
and high salary package and made to join their company this
process is called headhunting.headhunting can be done via
ads,job portals referals etc.there are three types these
are direct ,indirect and third party recruitment. is it ok ,
if u need any in fo please mail me
my name in chaitnya , technical recruter. us based company
From India, Hyderabad
hi friends can u please let me know , is there any openings for dot net in ur firms or recruting opening s , i need information . i need to relocte to hyd . please help me frnds . is ther e any info plaes sen mail to . please frnds
From India, Hyderabad
From India, Hyderabad
Hi Friends ,
Myself Manju having 4.9 months experience in HR & Admin in IT Company want to change Company .Is there any opening in your contact then contact on the following number .
Contact number : +919780335877
From India, Chandigarh
Myself Manju having 4.9 months experience in HR & Admin in IT Company want to change Company .Is there any opening in your contact then contact on the following number .
Contact number : +919780335877
From India, Chandigarh
An executive search firm or "headhunter" are industry terms for a third-party recruiter who seeks out candidates often once normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have existing industry experience and contacts. They may use advanced sales techniques. They may also purchase expensive lists of names and job titles but more often will generate their own lists. They may arrange a meeting or a formal interview between their client and the candidate and will usually prepare the candidate for the interview, help negotiate the salary and conduct closure of the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will attract both candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists and cold call prospective recruits.
From India, Visakhapatnam
Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will attract both candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists and cold call prospective recruits.
From India, Visakhapatnam
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Greetings from Idea To Working!
It's been pleasure to be the part of a best community. Here I want to share the openings we are having at our organization. Kindly find them below.
Sr. WordPress Developer (2 - 5 Years) - Minimum 2 years of experience in WordPress is mandatory
Sr. Web Designer (3 - 10 Years)
SQL DBA (3 - 10 Years)
Jr. Asp.Net Developer (0-2 Years)
AWS - Devops Engineer (3 - 10 Years)
Sr. PHP Developer (3-7 Years)
Location: Surat [Gujarat]
Salary: Purely depends on the perormance
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Thanks,
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From India, Jalalpur
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