Head Hunting

1. WELCOME

2. HEADHUNTING

3. History
Definition
Objective
Areas of application
Process
Steps involved
Points to remember
Advantages
Disadvantages
Summary
Questions
CONTENTS

4. It’sapracticeoftakingandpreservingtheheadofaslain
enemy.Aheadhunterwasapersonwhokilledanotherandthen
tooktheirhead.HeadhuntingwaspracticedinpartsofNigeria,
Nurestan,Assam,Myanmar,Borneo,Indonesia,thePhilippines,
Taiwan,NewZealandandtheAmazon.
HISTORY

5. Ahead-huntingisusedifinaselection
processaclientwouldliketoattract
particularexpertsoremployeesof
particularorganizationswithouta
publicpersonnelselection.
Ahead-huntingisacomplexand
delicateprocess.
NEW DEFINITION

6. The main objective should not be to
generate short-term employment but
to bridge the demand-supply gap.
Ethical headhunting calls for a sense
of integrity.
OBJECTIVE

7. Itisgenerallybelievedthatthebestcandidatesarethose
whoarenotactivelysearchingforajob.Theyarehappy
intheirpresentpositionandorganization,andarenot
lookingoutforachangeanytimesoon.However,they
areproactivelythinkingabouttheircareerandarenot
aversetoa
changeifopportunitiesdoarise.
APPLICATIONS

8. Mid to senior levels(many with a high
level of expertise in their field)
The majority are in the age group of 30-40 years
The most general approach adopted by the
recruitment agents in India is to release
newspaper advertisements for candidate
sourcing. This method carries an inherent risk
'the right man may not even apply‘.
For Which Position and why
Headhunting?

9. Thebrandvalueofthe
company,achallengingjob
role,betterperksand
positions,mightbesuitable
attractionstomakethem
changetheirjobs,butthereis
acategorythatisthe
toughesttolure—thosewithgood
boss.
Job Seeker’s Weak Points

10. The“bossproblem”factorisoneoftheessential
reasonswhypeopleareunhappyintheirorganization
IfanITprofessionalisnotabletoupgradehisskillson
thetechnologywhichisfastchanging,andiskeento
workinacompanywhichoffersanopportunitytowork
onthelatesttechnology
Theopportunitiesandgrowthintermsofkindof
projects,roleintheprojectandmonetaryaspects
Why does somebody opt for
a job change?

11. 1)Proactive networking
Approaching them through a reference or
mutual contact generally results in a positive
response
2)Gaining the confidence of passive job seekers
is important. It is also imperative not to push
them into taking up a job
3)headhunter often has to play the role of a
career guide or consultant to convince a
passive job seeker
4)the role of a headhunter is to understand the
career plan and help the candidate achieve
that
BEST STRATEGIES

12. 5) One needs to have all the information before calling
6) Cultivating candidates over time guarantees success.
7) Understand the industry and market norms, job
profiles, people skills, work culture, HR policies etc.
8) The headhunter has to take into consideration the
candidate's values, job
preferences, skills, background, family commitments
etc.

13. A significant pool of passive candidates are untapped. It
is wiser to be on the lookout for another job when the
going is good, than wait for things to go wrong.
Passive job search makes you aware of your “market
value” in the industry.
It develops a network of mentors and other people who
can be useful in the future.
Makes you aware of the skills needed to enhance your
potential in the job market.
Enables you to be available when the best opportunities
show up.

14. Proactive networking with senior professionals in
seminars and forums
Seeking references of senior executives from other
senior professionals
Scanning periodicals, the Web, etc, to track the career
progress of senior professionals
Maturity in handling relationships with senior candidates
and gaining their trust
The Essentials of Headhunting for
a CEO

15. How to go about Headhunting…

16. Hi, How are you? (Headhunting)
Telephonic:Calling from infotel.com we are the exclusive
recruitment consultantsfor leading MNC’s, Indian
companies and startup companies
We are looking for hardcore professionalsin (*) for our
client(s) (**).
All these clients have excellent salary structures/stocks and
good projects
Client Name(s).
Skills Domain and Technology
Offices.
About the company.
Press and Media Reports.
Project Title and Skills used in the project
How to begin……

17. JobDescription
Mandatory skills
Desirable skills
Total and Relevant experience
Location
Type of project
Interview Process
Overseas Option
Reporting/leadingstructure
Teamsize
Continued…..

18. What are you currently workingon?
How longyou ‘ve been working on this
environment?
How longyou’ve been working in this company?
Where were you working before?
Which platformwere you working on?
How long you worked at your previous
company?
What is you total experience? Educational
Background.
Important questions to be asked while
conducting headhunting

19. Why don’t you give it a try as it matches with your profile
A)(If the candidate is keen) –Kindly forward your resume….
Contact numbersonly if required: -Mobile No.
E-mail [email protected]
Can I have you e-mail Id. (Personal)-Mandatory
Can I have you residence no.?-Mandatory
Can you refersome of your friends with these skills?
Who’s your P.L/P.M?
What kind of workyou are looking at.
What are the companies you are looking for?
What is your current gross?

20. Notice period
Convenient day and timings toattend the
interview­­­­­­­
Mention the hierarchyabove you & below you.
(Names & designation).
How many projectsare going on similar skills as
yours.
Which are all the other company’s working on the
similar skills
Furnish a min of 2 references(Mention
Company, designation, contact no and e-mail Id.

21. Who is the quality manager, Technical Writer, DBA, Sysadmin
and HR manager
Which are the other skill areas your company is workingon and
names of the projects?
Names of PL’s, PM’s, Sr.Manager, Tech Manager, Heads, VP’s
ect...
BYE…
(Later send him a test mail and follow up till he sends the
resume)(Mandatory).
Dear xyz….
Kindly refer our telecom. We are looking for hardcore
professionals in (*) for our client(s) (**). All these clients have
excellent salary structures/stocks and good projects

22. Client Name(s)
Skills Domain and Technology.
Offices.
About the company.
Press and Media Reports.
Project Title and Skills used in
the project.
Job Description
Mandatory skills
•Desirable skills
•Total and Relevant experience
•Location
•Type of project
•Interview Process
•Overseas Option
•Reporting/leading structure
•Team size
Things you need to focus on…..

23. B) (If the candidate is not keen–Try your best to
convince him)
Contact numbers if req:-Mobile No.
E-mail Id [email protected]
Can I have you e-mail Id. (Personal)-Mandatory
Can I have you residence no.? -Mandatory.
Can you refer some of your friends with these
skills?
Who’s your P.L/P.M?

24. Try calling him at his residence else move on. Later Send him an email, only to the
personal mail ID.
Dear xyz…
We are looking for hardcore professionals in (*) for our client(s) (**)
All these clients have excellent salary structures/stocks and good projects
Client Name(s).
Skills Domain and Technology.
Offices.
About the company.
Press and Media Reports.
Project Title and Skills used in
the project.
Job Description
Mandatory skills
Desirableskills
Total and Relevant experience
Location
Type of project
Interview Process
OverseasOption
Reporting/leadingstructure
Team size

25. Based on date of birth
Based on qualification
Based on resume format
Based on relevant mandatory skill experiencefrom the project
details (e.g. Java-2yrs)-(not from the technical skills summary
Based on relevant desirable skill experiencefrom the project
details (not from the technical skills summary)
Based on Total industry experience
Based on Total industry experience.
Based on designation
Based on Salary
Shortlist knockouts (Examples)

26. Based on Stability and duration of the stabilityin all the
organizations worked.
Based on experience from reputed companies.
Based on the project title and project description
Based on the duration of the projectsdeveloped as a team
member
Based on the role and responsibilityin all the relevant projects.
Based on the growth pattern.(Should not be laid off).
Based on the team sizeof the projects developed.
Based on the type of work–
Development, Maintenance, Testing, Implementation, and
Design.

27. Based on the type of design/architecture experience–
Highlevel, lowlevel, pseudodesign (prototype).
Based on coding experience-pseudocode, lines of codes etc.
Based on onsite experiencein the past.
Based on non-technical/soft skills–
leadership, attitude, aggressiveness etc.
Based on total no of projectsin the relevant skills.
Based on achievements and awardsand acknowledgements

28. Mass Mailing
Dear XYZ
Kindly refer to our telecon. We are looking for hardcore professionals in(*)
for our client(s) (**). All these clients have excellent salary structures/stocks
and good projects
Client Name(s).
Skills Domain and Technology.
Offices.
About the company.
Press and Media Reports.
Project Title and Skills used in
the project
JobDescription
Mandatory skills
Desirable skills
Total and Relevant experience
Location
Type of project
Interview Process
OverseasOption
Reporting/leading structure
Team size

29. Kindly forward your resume asap. E-mail Id:
[email protected]
Can you refer some of your friends with these
skills?
Regards,
Xyz.

30. The headhunter should guide the
candidates in interview handling skills
The headhunter plays an important role in negotiations
regarding salary and other benefits
Good follow up with the company is a value-added service
that can give a headhunter an edge and help in striking a
long-term relationship with the company
it is vital for him to help the candidate find a fulfilling and
rewarding job
Responsibilities of a Headhunter

31. Being able to head-hunt allows you to handle vacancies
that you would otherwise find impossible.
It ensures that the candidates you put forward to your
clients are the best available.
Head-hunted candidates are highly unlikely to be
presented to your client by your competitors and the
perception from your client will be one of exclusive quality.
Head-hunting is as applicable for junior positions as it is for
senior ones. Head-hunted candidates can help you get full
fee assignments too.
Advantages of Headhunting

32. Most clients do not share comprehensive job
descriptions which could pose a challenge, especially
while speaking to passive job seekers.
Problems Faced While Headhunting

33. Just like animal-hunting needs supplies, recruiter
hunting requires strategy and supplies, too
Tips to Win-Over

34. QUESTION
I'minterestedinrecruitingahighlyexperiencedsenior
instructionaldesignerwithexcellentdevelopment
skills,familiaritywithcurrenttechnology,andsome
managementbackground.Whichrecruitingmethoddo
youthinkislikelytoprovidethemostselect,qualified
groupofcandidates?Localpapers,trade
periodicals,online,headhunters?Andwhywouldyou
recommendthisresource?
Common Doubt

35. ANSWER
If you have the money to hire a headhunter, go for it.Your
most success will come from networking. Call people you
trust inside your industry as well as other consultants.
Outline your needs. If they do not have anyone in
mind, ask them who they recommend you call. Its a
guarantee that in less than 10 well placed phone calls you
will have at least two or three potential candidates. Are
you aware that almost 70 percent of all jobs are filled
through networking. Headhunting is simply an expensive
form of networking.

36. SUMMING UP
A true headhunter is one who
finds the right peg for the right
hole.
There is so much fun in
headhunting.