HeadHunting

The key to a successful headhunting campaign is to locate and nurture the best
people – irrespective of whether they are currently employed and available for
recruitment. This takes a significant amount of research, relationship management
and communication – a service that is invaluable to companies who are seeking to
engage the best possible person for a vacancy.



HEADHUNTING TECHNIQUES

Head hunters employ a strategic set of techniques to develop and enhance their
value to the corporate marketplace. Apart from employing communication and
relationship management skills in a general sense, human resource professionals
can also employ these techniques to deliver similar headhunting results to their
organization.

The following is a list of practices used in headhunting:
 Maintain a ‘people’ database containing potential
candidates contact details and additional information
about employment, intentions, experience, traits
 Collect and gather business cards from people you meet,
and make short notes on the back of each card for when
you return home or to your office so you can update your
database
 Telephone companies where you know that a member of
staff has just left with the skills you are looking for. There
will be a period of limbo when no-one knows quite what to
do with their calls but after a day or two the person who
has taken over that role begins to take the calls for them,
so immediately you have another prospect for
headhunting
 Read industry journals and business magazines and gather
names and contact details for people who are quoted and
written about
 Search candidate databases on the web
 Ask candidates that you approach who they know
 Work the crowd at Industry exhibitions and open days,
and meet new people.


Why Headhunting?

1. Passive job seekers constitute the largest percentage of best talent in the industry.
2. 40-45% of the workforce in the industry comprises of passive job seekers.
3. Quality not quantity is the name of the game.

Headhunting Methodology:

1. Talent Mapping
2. Name gathering
3. Getting past the gate keeper
4. Identifying candidate motivators
5. Call and subsequent conversation
6. Selling the benefits to the candidate
7. The client pitch
8. Objection / Concern handling
9. Managing the process
10 Managing resignation

Now what is Talent Mapping?

“Who is where” – The Human Capital
“Who knows what” - Talent/Competencies
“Who joined whom (client)” – Talent Tracking

Talent Mapping Process

Step1- Detailed research about the client company
Step2- Detailed understanding of the JD
Step3- Identifying target sectors or target companies

Sources for Name Gathering

a) Linkedin
b) Job Portals
c) Google
d) Client
e) Target company’s website

Getting past the Board Numbers

1. Just ASK- Call up the receptionist and ask “can I speak with the X Manager?” "There are so many things in the world you could fear from more than the fear of being judged” by others. SO MOST IMPORTANT and the BEST WAY – JUST ASK
2. Interview:-Become a candidate
3. Business Seminar- Want names for sending the information about a conference.
4. Become a prospective customer
5. Proposing to sell a product or service for which the decision maker would be a person whom you are trying to headhunt.

Identifying the motivators

- Challenging job
- Salary
- Brand image of the client company
- Better career path in the clients company.

Benefits of Headhunting

1. Exclusive database for the position
2. Database for future
3. Better candidates as compared to other recruiters

Joy of Success

Joy of True Success you experience when you Struggle.

Be Cheerful & Optimistic....