Hi friends,
I am working in a small Software development company as a HR exe.
My Mgmt expect me to handle recruitments and some operational things. out of it right now i am facing the problem in recruitments as in this company recruitment is done only from naukari.com but now they asking me to do headhunting. Which i dont know how to start as this is my first job also. There is a HR manager in this company but he is not willing to teach me :(
How shuld i start ? provide me some guidlines.
Please help me out on urgent basis as the opening at our company are on immed basis.
Thanks
Smita
From India, Pune
I am working in a small Software development company as a HR exe.
My Mgmt expect me to handle recruitments and some operational things. out of it right now i am facing the problem in recruitments as in this company recruitment is done only from naukari.com but now they asking me to do headhunting. Which i dont know how to start as this is my first job also. There is a HR manager in this company but he is not willing to teach me :(
How shuld i start ? provide me some guidlines.
Please help me out on urgent basis as the opening at our company are on immed basis.
Thanks
Smita
From India, Pune
Dear Smita,
I disagree with what has been written about headhunting. It is not a process where in you just pick up the phone and talk to anyone and seek references. This should be done in a process.
1. Make a list of competitior companies from where you would like to pick candidates.
2. See if you have any current employee who has worked in those organizations in the past.
3. Ask them about the people who are working in that organization; the culture; general work environment; employee satisfaction there.
4. Call randomly somebody for interview. Seek information from that candidate about the organization; ask for organization structure with names. While seeking information, don't let the candidate feel awkward in giving out information about his organization.
5. Once you have probable names for the designated vacancy/profile, look out their resumes/contact numbers through naukri.com or your referances in that organization.
6. Talk to them; impress upon them about your organization and the growth they will have in your organization.
7. If not willing to come for interview, just ask them to come for a cup of tea.
8. Once they come for interview, roll out the best hospitability you have; make them interact with the top bosses; and do all the right things that the candidate joins you.
I think... I have made the process of headhunting a bit clear. This process is tested n tried and successful too.
I would ask seniors to put down their suggestions in this if I have missed anything.
Regards,
Ajay
From India, Chennai
I disagree with what has been written about headhunting. It is not a process where in you just pick up the phone and talk to anyone and seek references. This should be done in a process.
1. Make a list of competitior companies from where you would like to pick candidates.
2. See if you have any current employee who has worked in those organizations in the past.
3. Ask them about the people who are working in that organization; the culture; general work environment; employee satisfaction there.
4. Call randomly somebody for interview. Seek information from that candidate about the organization; ask for organization structure with names. While seeking information, don't let the candidate feel awkward in giving out information about his organization.
5. Once you have probable names for the designated vacancy/profile, look out their resumes/contact numbers through naukri.com or your referances in that organization.
6. Talk to them; impress upon them about your organization and the growth they will have in your organization.
7. If not willing to come for interview, just ask them to come for a cup of tea.
8. Once they come for interview, roll out the best hospitability you have; make them interact with the top bosses; and do all the right things that the candidate joins you.
I think... I have made the process of headhunting a bit clear. This process is tested n tried and successful too.
I would ask seniors to put down their suggestions in this if I have missed anything.
Regards,
Ajay
From India, Chennai
Hi Smita
Headhunting is what normally carried out by executive search firms Its like calling in any company from where u want to pick up candidate calling on board numbers telling them you are calling from so n so bank or u want to sale credit cards so we want to talk with any one who is interested or like telling that you are friend of any of the managers name may be fake name n then talking in very causal manner with the concerned person n slowly explain him about the opening in your company.So simple n tuff.
And also find attached some tips for headhunting
Regards
Milan
From India, Mumbai
2Headhunting is what normally carried out by executive search firms Its like calling in any company from where u want to pick up candidate calling on board numbers telling them you are calling from so n so bank or u want to sale credit cards so we want to talk with any one who is interested or like telling that you are friend of any of the managers name may be fake name n then talking in very causal manner with the concerned person n slowly explain him about the opening in your company.So simple n tuff.
And also find attached some tips for headhunting
Regards
Milan
From India, Mumbai
Hi Ajee, Thanks a ton!! i will defiantly work out on this. and will try to follow the same. I know i need to interact more on phone now and with my colleagues also.
From India, Pune
From India, Pune
Head Hunting is a soft form of Poaching or rather IT IS POACHING...
when u call someone and tell you have got credit card to sell and then reveal your wolf which is in a sheeps clothing, is it not poaching ..
HEADHUNTING IS POACHING....
It is not about seeking candidates, but brainwashing candidates and making them think ABOUT CHANGE, which they are not interested at that particular time, but just coaxing them, with lucrative offers, and since ur giving them a job which exactly matches their head, they are more inclined to go for it, rather than think about job profile will match or not, which happens in a normal recruitment process.
Hope u understand,,, the situation, and accept that in Headhunting if you are telling lies to the employe about credit card, loans etc, and then come to the point WHAT A LIAR YOU ARE... and is it not fooling the employee...
JUST TO GET YOUR COMMISSION IF UR CONSULTANT< OR TO FILL UP UR COMPANY REQUIREMENT ....
hope im not over with it...
From India, Pune
when u call someone and tell you have got credit card to sell and then reveal your wolf which is in a sheeps clothing, is it not poaching ..
HEADHUNTING IS POACHING....
It is not about seeking candidates, but brainwashing candidates and making them think ABOUT CHANGE, which they are not interested at that particular time, but just coaxing them, with lucrative offers, and since ur giving them a job which exactly matches their head, they are more inclined to go for it, rather than think about job profile will match or not, which happens in a normal recruitment process.
Hope u understand,,, the situation, and accept that in Headhunting if you are telling lies to the employe about credit card, loans etc, and then come to the point WHAT A LIAR YOU ARE... and is it not fooling the employee...
JUST TO GET YOUR COMMISSION IF UR CONSULTANT< OR TO FILL UP UR COMPANY REQUIREMENT ....
hope im not over with it...
From India, Pune
hi, smitha, welcome to the club I would like to help you for free. Just tell me what is the profile you are looking for. S.K.Sundararajan 09282103900
From India, Madras
From India, Madras
"Headhunting is different from Talent Poaching"...we are in a competitive market where supply of talent is less than the demand of talent. We are in “War of Talent” and hence all the ways and modes to acquire the talent is acceptable, legal and ethical. My ethic says that I should get best of people working for my company...I do not care how and from where that talent comes from.
Headhunting is ethical and it is there since long time. I think you question should be, “if talent poaching is ethical or not?” Are you sure that you wanted to ask this question only??
Senior Management and Experienced Professionals (Like Vice Presidents, CEO's, CTO's, CFO's, Directors etc) do not post their profiles on jobsites and they also do not market their resumes through any recruitment consultancy...that doesn't mean that they do not market their resumes or do not look for jobs...they do. They just market it through their trusted professional network...that is called as Headhunting. This is different from Talent Poaching.
If anybody like to debate on this...I am ready for it...
:oops: :( :D
Regards
From India, Mumbai
Headhunting is ethical and it is there since long time. I think you question should be, “if talent poaching is ethical or not?” Are you sure that you wanted to ask this question only??
Senior Management and Experienced Professionals (Like Vice Presidents, CEO's, CTO's, CFO's, Directors etc) do not post their profiles on jobsites and they also do not market their resumes through any recruitment consultancy...that doesn't mean that they do not market their resumes or do not look for jobs...they do. They just market it through their trusted professional network...that is called as Headhunting. This is different from Talent Poaching.
If anybody like to debate on this...I am ready for it...
:oops: :( :D
Regards
From India, Mumbai
Hello Smita,
Read your post & feel that there are a number of requirements you need to keep an eye on for effective employee productivity as well along with recruitment.
I am a Pune based trainer in soft skills & behavioural training & have a series of modules that help with increasing the productivity of the employees in any organisation.
would love to speak with you to know if there is any way in which I could contribute to the growht of yur organisation.
Do contact me on
or speak with me on 9860069320.
Love
Gogo
From India, Pune
Read your post & feel that there are a number of requirements you need to keep an eye on for effective employee productivity as well along with recruitment.
I am a Pune based trainer in soft skills & behavioural training & have a series of modules that help with increasing the productivity of the employees in any organisation.
would love to speak with you to know if there is any way in which I could contribute to the growht of yur organisation.
Do contact me on
Love
Gogo
From India, Pune
Hi Sanjeev,
You said Tomorrow, when there is a war for food, (and this day is not very far) are you saying that might is right? In that case, the law of the jungle is applicable both then, and now - so then we humans should all IMMEDIATELY drop all pretense of being a civilised race.
By your statement, robbery is also ethical, and by that extension, murder during robbery becomes ethical. This may be strong, but aren't you also killing or weakening an organization by enticing its best people away? Perhaps for you it is ethical because you work as a recruiter and it is your bread and butter. From the point of view of an HR generalist or OD specialist this doesn't bring smiles to their faces, because attrition control is part of their KRAs.
Speaking for myself, I follow a policy of allowing all my candidates to join after serving at least 50% to 60% of the notice period. That way, when they leave my organization, I can impress them to do the same and thus have an effective handover and knowledge transfer. This is where ethics comes into the topic of headhunting / poaching - nowhere else. Whether you can stand upto your management team and resisting their pressure and allow a prospective candidate to join your organization after serving all or a decent part of their notice period.
You do realise that this is a very vicious circle. I wonder if you would feel it is ethical when your employees are pulled out in 24 hours time because of a better package being offered which you cannot match? By making a practise like this, anarchy is being created.
What do you mean by talent poaching? Sorry, but in my mind, recruitment is done for skills (talents) first, and personalities second. Sectors and industries are immaterial. At first glance, it appears to be a case of semantics - perhaps you can clarify.
What you say about senior management resumes is correct and true. Which is why employee references are considered to be the best source of recruitment.
Thanks to Ajay for a detailed description for the headhunting process.
Regards
Ryan
From India, Mumbai
You said Tomorrow, when there is a war for food, (and this day is not very far) are you saying that might is right? In that case, the law of the jungle is applicable both then, and now - so then we humans should all IMMEDIATELY drop all pretense of being a civilised race.
By your statement, robbery is also ethical, and by that extension, murder during robbery becomes ethical. This may be strong, but aren't you also killing or weakening an organization by enticing its best people away? Perhaps for you it is ethical because you work as a recruiter and it is your bread and butter. From the point of view of an HR generalist or OD specialist this doesn't bring smiles to their faces, because attrition control is part of their KRAs.
Speaking for myself, I follow a policy of allowing all my candidates to join after serving at least 50% to 60% of the notice period. That way, when they leave my organization, I can impress them to do the same and thus have an effective handover and knowledge transfer. This is where ethics comes into the topic of headhunting / poaching - nowhere else. Whether you can stand upto your management team and resisting their pressure and allow a prospective candidate to join your organization after serving all or a decent part of their notice period.
You do realise that this is a very vicious circle. I wonder if you would feel it is ethical when your employees are pulled out in 24 hours time because of a better package being offered which you cannot match? By making a practise like this, anarchy is being created.
What do you mean by talent poaching? Sorry, but in my mind, recruitment is done for skills (talents) first, and personalities second. Sectors and industries are immaterial. At first glance, it appears to be a case of semantics - perhaps you can clarify.
What you say about senior management resumes is correct and true. Which is why employee references are considered to be the best source of recruitment.
Thanks to Ajay for a detailed description for the headhunting process.
Regards
Ryan
From India, Mumbai
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