The document discusses headhunting and mapping techniques for recruiting personnel. It provides tips for headhunting such as doing research on target companies, using tricks to reach the right departments, gaining confidence, and referencing existing databases. It also lists questions to ask candidates to validate information like their designation, qualifications, compensation, and reasons for considering new opportunities. The document emphasizes maintaining thorough records in a database.

1. Head Hunting & Mapping

2.  Difference between Headhunting and
Mapping
 How to Head Hunt ,Tips and Techniques.
 List of questions for validation
 Database MIS upkeep
 Case Study
 Q & A round

3.  A headhunter was a person who killed
another and then took their head.
Headhunting was practiced in parts of
Nigeria, Assam, Myanmar, Borneo,
Indonesia, Philippines, Taiwan, and
Melanesia, New Zealand and the Amazon.
It is a universally prohibited practice
which appears to have died out as of the
mid-20th century.

4.  The business of recruiting personnel
,especially an executive personnel ,as for
a corporation.
 The act or an instance of such recruiting .
 Slang :-The process of attempting to
remove influence and power from
enemies , especially from political
enemies.

5.  The process of doing a through scan of an
Organization / Department / Division
( Top to bottom search and Horizontal
mapping of the companies
Organizational structure .)

7.  Always do your homework properly .
 Shortlist the companies from where the headhunting
will begin.
 Make a script to enter the right department .
 Use tricks like – Missed call, Business seminar, call from
bodies like –SEBI, CII, tax authority of India , personal
Loan from a bank , an agitated customer call, Dialing all
possible extension numbers of a department , calling
late evening on the board line –when the receptionist
has left, MIS updation from the corporate office –HR
department , Secretary who wants to fix up a meeting
with the top guy .

8.  Confidence is the key at this stage .
 Leads from job portals can also help here .
 Always catch hold of a junior guy from the
division and try to get as many as names
possible , like whom does he report to , who is
the department head , how many people report
in to him ,What are the different levels in his
organization .where has the current team
joined from etc.

9.  In case where you know the name of one
employee but do not have his number ,
call up his department as his brother and
sister who has is in Mumbai and has lost
his cell phone and wants his brothers
number to get in touch with – This
strategy has 99.99% success ratio.

10.  Always use the fax line for critical assignments
for headhunting as in some places the phone
lines can be checked from the called ID .
 If a secretary is picking up the phone every
time – Just drop your cell number and leave a
message saying – a friend from college or
another secretary of a top guy who has to fix up
their meeting .

11.  While speaking to these secretaries
always put their names in the remark
column , you might need them one day .
 Going through the web site of an
organization to get the names of the top
guys.

12.  Cold calling from the airlines to get the list of
senior people who are frequent flyers , so that
you can add them in your new scheme .
 Referencing from the existing database always
helps you (always be in touch with the people
working in organizations where you will have to
headhunt the most .)-Remembering their
Birthdays , sending e cards for promotions ,
asking about their family background etc
.always helps.

13.  When you have to start from the scratch ,
just speak to any junior from the short
listed company and least try to get the
names of the functional heads and the
second in line , along with the hierarchy /
Org structure .
 For RM’s you could be a prospective
customer who wants to invest and wants
to get in touch with the RM

14.  For hunting the HR department – one technique
is to – call up as a candidate who has yet not got
his offer letter and the line guy wants him to
coordinate with the HR directly .
 Or say that you are some old employee of the
company who's PF gratuity settlement is still
pending and wants to speak to someone in HR
now.
 Or someone from a big MNC bank who wants
to sep up a small kiosk for a day for premium
credit cards to its top employees.

15.  Or Selling Exclusive holiday packages
from Companies like – Club Mahindra
Holidays , Cox and kings , Royal Palms
etc.
 Or a call from another consultancy who
wants to work with the client .

16.  First rule – Introduce yourself and ask if its
good time to talk – Sound Confident !!!
 Vital information like – Designation ,
Departments name, qualification-batch MBA,
year of passing out , if a CA –what attempt, CFA
–which university , total work experience , ctc
(fixed +variable+ bonus), career graph ,
reporting bosses name , team size under him
,hierarchy , tenure at the current organization .

17.  Understanding the current role in detail.
 His achievements so far, why is he
looking out for a change , or else what
would interest him to look out .
 Has any other consultant approached him
for this role so far.

18.  Does he have any other offers in hand.
 Understand his salary expectations
(educate him of the market standards at
this stage .)
 His notice period at his current
organization .

19.  In case of ESOPS – understand the
concept of looking period in detail , the
current share value is what matters here.
 Check if he has any soft loans attached to
his ctc .
 When does he have his appraisals in his
company , is he expecting them to
happen very soon.

20.  In case of a secretary recruitment be
ready with the following details –
 Working hours , locational preference
(central line , harbour line , western line )
 5 days a week –working
 Always ask for her cv with a photograph.

21.  Who is going to be her boss , what is his
background , his basic nature etc.
 Always make sure once the cvs are sent to you ,
they must reflect the responsibilities and
profile they are validated for – sometimes they
must be the best fits but would not mention the
relevant information in detail- here you have to
educate your candidates to put the information
in their cv’s. (NOTE- Font size , header footer ,
Ma FOi Logo etc .)

22.  For difficult assignments where you need to sell
a position , Do prepare a list of positives about
the company , management , growth path ,
perks , global presence , current team
background .(or else always try to understand
what is the market perception about the client
and try to sell good points also always update
the remark column as to why they are not
interested or what would interest them –This
helps the client to give inputs and address the
issue in a better manner)

23.  For senior positions always ask their –key
achievements , SWOT , where do they see them
in coming years , what excites them at work ,
what organizational culture do they prefer .
 Always educate them about the company
where you are sending their cv’s , its
background , culture , team size , profile in
detail and what skill sets are they looking at for
this role .(how much average time will the
pocess take)

24.  Always keep them posted and warm
about the opportunity .
 If they start avoiding your call , it’s an
indication that they are not keen on this
role and therefore could be a last minute
back out – Remedy – Always Keep back
ups !!!!!

25.  Always maintain your excel sheet for any
headhunting assignment .
 This must include the following
columns :- Name , Company ,
Designation , Department, Location , CTC
, TW , Email, Contact numbers ,
qualification , Remarks as on date .

26. Q&A
Session ???