Hi all,
Nowadays, every company is seeking individuals with a wealth of experience in headhunting. Could anyone please explain what headhunting entails and which resources are typically used in this process?
Regards,
Sandeep
From India, Gurgaon
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3Nowadays, every company is seeking individuals with a wealth of experience in headhunting. Could anyone please explain what headhunting entails and which resources are typically used in this process?
Regards,
Sandeep
From India, Gurgaon
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Hi!
Headhunting is one of the most effective ways of sourcing manpower. Practiced by recruiters, it involves approaching a potential hire directly and trying to motivate him/her to consider the job/career option the recruiter has.
Regards,
Harsh
From India, Ahmadabad
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Headhunting is one of the most effective ways of sourcing manpower. Practiced by recruiters, it involves approaching a potential hire directly and trying to motivate him/her to consider the job/career option the recruiter has.
Regards,
Harsh
From India, Ahmadabad
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Hi,
To make it more precise, headhunting, in my opinion, is managing technically or psychologically with individuals, known or unknown, to fulfill your job requirements. For example, if you need a senior consultant with specific skill expertise, you must identify the company where such a person works or contacts who can provide you with the necessary information. You should communicate with the relevant person (whether known or unknown) sensitively to find your ideal match.
This is my perspective; there are countless approaches as every individual has their own methods. I look forward to hearing other members' comments on my article.
Regards,
Rajesh Rao
gigosonesource@gmail.com
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To make it more precise, headhunting, in my opinion, is managing technically or psychologically with individuals, known or unknown, to fulfill your job requirements. For example, if you need a senior consultant with specific skill expertise, you must identify the company where such a person works or contacts who can provide you with the necessary information. You should communicate with the relevant person (whether known or unknown) sensitively to find your ideal match.
This is my perspective; there are countless approaches as every individual has their own methods. I look forward to hearing other members' comments on my article.
Regards,
Rajesh Rao
gigosonesource@gmail.com
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Hi Vividha,
There are so many ways to enhance the headhunting skill.
1. You can call up target companies' reception and give them a fake identity. Ask for a common name like Sanjay or Amit, common during the 1970s-1980s. This may connect you with a potential candidate of the same age group. If you are calling a software company, they will likely connect you with a software professional. Utilize your communication skills and attempt to get a referral if the initial contact is not suitable.
2. Try to obtain the company's employee list. Once again, use your conversational abilities. For instance, you could state that you are calling from a bank and your task is to sell credit cards. Mention that software developers often use credit cards frequently due to their high earnings.
3. Seek references from Naukri within your target company. Engage with the contact and request their extension number. For specialized profiles like in telecom, adjacent individuals may also be potential candidates. Use a sequence of extension numbers to identify and approach suitable candidates.
I have personally tried all these techniques and have found them to be very successful. Trust me.
Happy headhunting.
Smita
From India, Delhi
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There are so many ways to enhance the headhunting skill.
1. You can call up target companies' reception and give them a fake identity. Ask for a common name like Sanjay or Amit, common during the 1970s-1980s. This may connect you with a potential candidate of the same age group. If you are calling a software company, they will likely connect you with a software professional. Utilize your communication skills and attempt to get a referral if the initial contact is not suitable.
2. Try to obtain the company's employee list. Once again, use your conversational abilities. For instance, you could state that you are calling from a bank and your task is to sell credit cards. Mention that software developers often use credit cards frequently due to their high earnings.
3. Seek references from Naukri within your target company. Engage with the contact and request their extension number. For specialized profiles like in telecom, adjacent individuals may also be potential candidates. Use a sequence of extension numbers to identify and approach suitable candidates.
I have personally tried all these techniques and have found them to be very successful. Trust me.
Happy headhunting.
Smita
From India, Delhi
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Hi Sandeep and Vividha,
Let me share some of my thoughts on this:
1. Headhunting is a proactive approach to find talented professionals and network with them to place them for your clients or your company.
2. The best way to find 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 the 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. Or check with technical institutes that conduct talent tests or invite students to solve relevant problems.
3. Once done, plan how 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 professionals feel they are just products in the hands of headhunters/consultants.
6. Network and network, make a potential list, keep track of their performances, and read everything about the industry.
7. Present them to your clients or your company if you feel 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.
Regards,
Rajat Joshi
From India, Pune
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Let me share some of my thoughts on this:
1. Headhunting is a proactive approach to find talented professionals and network with them to place them for your clients or your company.
2. The best way to find 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 the 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. Or check with technical institutes that conduct talent tests or invite students to solve relevant problems.
3. Once done, plan how 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 professionals feel they are just products in the hands of headhunters/consultants.
6. Network and network, make a potential list, keep track of their performances, and read everything about the industry.
7. Present them to your clients or your company if you feel 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.
Regards,
Rajat Joshi
From India, Pune
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