Headhunting Meaning


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Headhunting Meaning

  1. 1. What are Head hunters Head hunters are recruiters who hire candidates of high profiles or rare profiles or candidates falling into similar domain or candidates working for competitors companies. Generally, companies prefer agencies or head hunters to fill their vacancies. It requires lot of research and convincing skills to recruit them. Lets say, if company is expanding its business in some other states, they go for agencies of same location as they are aware of economical condition of the place including companies and employers. In such cases, they hire recruitment agencies who work only on specific domain. Candidates of rare profiles – Though not senior position, companies find difficult in searching these profiles. These profiles are neither technical nor non-technical and only candidates of specialized interest work in these field. These profiles are hidden and some companies are unaware of it. The requirement for this position are very less in number. They are mostly individual contributor or sometimes work for managers. These profiles are available only through references or through competitors companies. Head hunters already having contact with them find easy to approach them.
  2. 2. How to search candidates and develop network Being a Head hunter, your main job is researching competitors and the talents responsible for the business. You should have a list of companies falling into similar domain and employees working for the company. You can find these candidates on social sites or through references through network. Construct your own head hunted database including list of companies and new joiners. Have a constant contact with these employees and get reference from them. Request them to join your network on social media sites like LinkedIn, Twitter, and Facebook. Create a group on these sites and discuss about the products, new technologies, companies, and recruitment. Comment back, share your email and phone number if necessary. As a head hunter, probably with strong public speaking skills, you should be free and open to talk with the candidates not only about recruitment but also on economy, business, new startup companies. The more flexible talk with the candidates, the better relationship with more references. Recruitment is not just looking for candidates on job boards and social sites. It involves lot of research and analytical way of thinking future hiring.
  3. 3. How to develop relationship with the candidates Most head hunters or recruiters place the candidates and never follow-up or have contact with them after placing in their client place. As these recruiters only depend on job boards, they never bothered of future references or talk with the place candidates. When require comes from the client side, they struggle to search candidates depending only on job boards and sometimes end-up failing to recruit and some other consultancies with references place that position. Not all resumes of required skills are available on job boards. You can find plenty of resumes of fresher's but not experienced candidates of rare profiles. Top talents never show their resumes on job boards and they never change their jobs. If they want, they apply only through references but not through agencies. You can find them only through references from your placed candidates. So its not just placing the candidates and leaving them off. Maintain your own database of candidates even if your client rejected them. Provide your personal official number including email id. Talk to them and get references. It may also helps you in Business Development where you can explain head hunted database and methodology.
  4. 4. Human development index and recruitment. Human development includes education, income, standard of living etc. Human development is always high in metropolitan cities where you can find educated candidates. These candidates always look for better income for high standard living and some are ready to build their own business within short period of time after having little experiences with strong financial background. As companies in number increases, they find difficult in recruiting candidates of required skills as they demand more salary and extra benefits. Start-up companies face these sort of problems and find difficult in competing with other companies or if hired they may work for few months and quit the job. Employees also look for friendly and flexible nature. As technology goes to advanced level, they prefer working in sophisticated environment preferably in IT industries. When human development index rises, employees prefer working or may jump to much higher economical cities after gaining some experiences. While other undeveloped cities or towns may suffer to hire candidates, that all depends on economy conditions of the place including salary packages and benefits.
  5. 5. Relationship between Employers and Employees Recruiters work for employers and employees work for employers. Recruiters build the gap between employers and employees. If employers find difficult to recruit the candidates, they hire recruitment agencies. And most often, even recruitment consultants fail to hire candidates. If candidates fail to approach companies, and employers find difficulty in hiring then there is large gap between these. The most common mistake the recruiter do is that they terminate illegally as they fail to hire right candidate. In metropolitan cities though it is common, but it will have black mark externally. As reputation go on spoiling, candidates remain far away from these companies. Even companies think about vast migrants from other cities and states, and look for them to fill the vacancies but it depends how they maintain their identity. Employees also looking for a change prefer well reputed companies without exposing their identity on job boards and social sites. They seek background of companies and through references they occupy the position. So, it’s all about reputation and benefits. Even competitors do lot of research and develop their own methods in recruiting candidates.
  6. 6. Headhunting in recruitment is specialized area of recruiting top talents within an organization. Top talents working for companies are business builders or quality worker who hide their identity externally and sometimes internally. They are well aware of business economy or technical skills and never expose their strength to others, keeping secret. Its not all about their colleges they have studied and the high score marks, its more about the craziness and the passion. These talents always update their knowledge and keep researching and gain more information that makes them even more stronger in their expertise area. These passive candidates enjoy working in flexible environment where they can utilize their skills for better business growth. So, it is not so easy to recruit them. Every company has its own working nature and strategy. If some employees feel comfortable, some not. Nearly 50% or 60% of employees feel discomfort and they quit the job. Companies are ready to provide handsome salary, but due to work nature, they may feel discomfort. Employees currently working are satisfied, already adapted in their own working environment. But they are afraid , if they quit and work for other company, they have to adapt where they fail because of new people, work nature and think about wrong journey. So they remain in current company and hide their face from recruiters, headhunters, and employers.
  7. 7. Headhunters should have better understanding of work nature in client place as well as employee place so that it becomes easier to convince the candidate to join the client place. This is the major challenge head hunters face. Head hunters research, find, and place the candidate but the candidate after few days quit the job for some reason. Before placing the candidate for the role, Head hunters should analyze the difference between work nature between two places and should describe the business strategy of client place and convince how candidate profile matches the role and responsible for the quality work. The way the head hunters describe specially the uniqueness and their strong role, candidates think about its own strength and ready to adapt work environment in other places thinking positive and confidence. Head hunters should convince in such a manner that the candidate should think he is the only person suitable for the role and he is the right candidate. Talking uniquely about the candidates profile gain him even more confidence and they will be ready for change. .
  8. 8. Head hunters Work Flow Market Research Head hunting Responsibilities Recruiters Sourcing Placing and Follow-up Head hunted Database
  9. 9. Headhuntinginrecruitment.blogspot.com