please watch it

2. A HEAD-HUNTING IS USED IF IN A SELECTION
process a client would like to attract
particular experts or employees of
particular organizations without a
public personnel selection.
A head-hunting is a complex and
delicate process.

3. OBJECTIVE
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.

5. FOR WHICH POSITION AND WHY
Headhunting?
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‘.

6. THE BRAND VALUE OF THE
company, a challenging job
role, better perks and
positions, might be suitable
attractions to make them
change their jobs, but there is
a category that is the
toughest to lure—those with good
boss.

7. Why does somebody opt for
a job change?
The “boss problem” factor is one of the essential
reasons why people are unhappy in their organization
If an IT professional is not able to upgrade his skills on
the technology which is fast changing, and is keen to
work in a company which offers an opportunity to work
on the latest technology
The opportunities and growth in terms of kind of
projects, role in the project and monetary aspects

8. B E S T S T R AT E G I E S

9. THE ESSENTIALS OF HEADHUNTING FOR
a CEO
1. Proactive networking with senior professionals in seminars and forums.
2. Seeking references of senior executives from other senior professionals.
3. Scanning periodicals, the Web, etc., to track the career progress of senior
professionals.
4. Maturity in handling relationships with senior candidates and gaining their
trust.

10. IMPORTANT QUESTIONS TO BE ASKED WHILE
conducting headhunting