Get the Headhunting skill to become a real RECRUITER
Recruitment has become most demanding profession in today’s changed global scenario. Indiais facing shortage of quality recruiters to fill the gap of demand and supply.Today, recruiters without head hunting skills are only called ‘facilitators’. With the job marketbecoming more specialized, not only does a recruiter need to know about job specification,knacks of screening profiles, and skills of interviewing, he must also be able to providecompanies the talent needed by them, even in a situation where there are no applicants for theParticular job openings.Think you can make it big being an HR graduate from a top-notch B school? Think again, becauseit is not the end of the road for you.Conventional methods of recruitment like screening profiles and interviewing are soon going tobe passé. As there is no dearth of talent, fetching suitable candidates for companies can’t solelydepend upon the passive system of screening candidates’ resumes. With a surge in the numberof ‘reluctant but suitable’ candidates, the role of recruiters is going to see a paradigm shift. Thisis where Headhunters step in.
The ability to prospect and scout suitable candidates without having a chance to see theiruploaded profiles is the demand of the present recruitment industry. And this is precisely therole of a Headhunter. An aggressive talent acquisition strategy can only be provided by qualifiedHeadhunters. These pro-active recruiters keep an eye on talent availability in the market andapproach them when a company has job openings. A Headhunter can also involved in poachingif the situation demands so.A traditional MBA (HR) degree lacks the module of Headhunting and aggressive talentacquisition. “Students passing out from B schools generally lack head hunting skills. To make itsimple, I can likened with fresh engineers passing out of colleges, who are forced to take upsome finishing short term courses like SAP, Microsoft certification, and others. These diplomasand certifications gives them a hands on exposure to current trends in Industry”. Said Bharat,CEO of Bharat Headhunters.
“The eligibility criteria depend on each individual’s career growth plan. For eg: After gainingHeadhunting expertise one may opt to work for MNC’s where they prefer MBA’s fromPremier Institutes. If Headhunter wants to continue working for a recruitmentcompany/staffing company then any graduation is ok. But in case the Headhunter wants tobe on his own and if he as a flair towards entrepreneurship then I don’t think one shouldhave any education barrier all he needs is a good convincing and a communication skill”, saidBharat.“As a recruiter with more than a decade of experience, I have seen HR department of manycompanies facing difficulty to source a candidate until they have some CVs on their desktop.However, the trend is changing. Companies are giving preference to recruiters who professheadhunting skills”, said Bharat. “It is here where a recruiters’ mettle is tested. He should beable to get a right candidate even if the CV of the same candidate is not uploaded in any jobboard”.
As the talent acquisition industry gets more sophisticated, traditional way of recruiting hasbecome passé, and needs to be kindled. Headhunting is the only prescriptive dose torekindle the recruitment industry.
Remuneration and career:As a qualified Headhunter, one can be self employed. A number of companies areoutsourcing their need to third parties. The consultant Headhunter gets a professional feefrom the company. He can also work in the HR department of a company. The skill of aHeadhunter makes his/her pay scale more lucrative.