This document provides information on the process of headhunting, including definitions, objectives, applications, strategies, and responsibilities. Headhunting involves actively recruiting passive candidates who are not actively seeking new jobs but may be open to opportunities. It requires building trust, understanding candidates' career goals and values, and helping match them to suitable roles. Key steps involve proactive networking, gaining references, understanding market norms, and guiding candidates throughout the hiring process.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Adviti Consulting is a boutique talent search and selection firm with a keen interest in helping both startups and established organisations hire high-quality talent in the areas of digital and data. We are small, effective and well-connected. Our team of consultants are primarily from the industry which helps us understand your struggle areas. What's best is - "We speak your language : the sense of urgency and quality."
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
It is significant research in the current scenario to investigate into the successful efforts in Recruitment and Promotion.
For complete tools and techniques of innovative Recruitment the reader may like to read Dr. Sibram nisonko's book in Amazon.com/kindle eBooks.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Adviti Consulting is a boutique talent search and selection firm with a keen interest in helping both startups and established organisations hire high-quality talent in the areas of digital and data. We are small, effective and well-connected. Our team of consultants are primarily from the industry which helps us understand your struggle areas. What's best is - "We speak your language : the sense of urgency and quality."
The ultimate hiring tool box for small medium businessDaorong Lin
Recruiting and hiring the right candidates takes time, energy, and patience. As a small business, you’re already running on empty. That’s why we at LinkedIn developed this hiring toolbox full of forms, checklists, templates, and tips for you to use at each stage of your recruiting and hiring process.
2015 Ultimate Hiring Toolbox For Small & Medium BusinessesSage HR
Get checklists, templates, forms, and more!
Recruiting and hiring the right candidates takes time and energy, especially if you work in a small or medium sized business. To help you save time and effort, we've developed an easy-to-use hiring toolbox filled with checklists, templates, forms, and best practices for finding and hiring top talent.
This free resource offers:
- Recruiting and onboarding checklists: A downloadable checklist of to-do's for you to use during pre and post hire.
- Forms and interview templates: Templates that assist with interviewing, assessments, team alignment, and more.
- Top technologies and features: A review of the most impactful products and features successful hiring professionals use.
- Creative tips: Tips and tricks for creating a positive on-site interview experience
Download your free copy to help speed up productivity and improve your hiring process!
Why Working With A Recruitment Agency Can Be Valuable To Your Business.pdfHawkHire Hr Solutions
Every company that struggles to find qualified employees wonders what a recruitment agency or executive search consultants are. What are the advantages and main services a staffing company can provide to clients? When does a business, no matter how big or small, feel the need to use this kind of agency to increase the size of its staff? As you can see, there are plenty of inquiries. to educate you. Executive search consultants in Noida have the skills and in-depth understanding of the labor market required to conduct a thorough search on your organization’s behalf. Here we will address all your inquiries about hiring agencies and their relevance to your company.
Reflections is a guide to help companies and candidates alike to get more out of their recruitment processes. Created by Neon River, a specialist internet and technology industry focused executive search firm, it also provides valuable insight on company compensation structures.
14. NEW DEFINITION 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.
15. 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.
16. APPLICATIONS It is generally believed that the best candidates are those who are not actively searching for a job. They are happy in their present position and organization, and are not looking out for a change anytime soon. However, they are proactively thinking about their career and are not averse to a change if opportunities do arise.
17. 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‘.
18. Job Seeker’s Weak Points 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.
19. 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
20. BEST STRATEGIES Proactive networking Approaching them through a reference or mutual contact generally results in a positive response Gaining the confidence of passive job seekers is important. It is also imperative not to push them into taking up a job headhunter often has to play the role of a career guide or consultant to convince a passive job seeker the role of a headhunter is to understand the career plan and help the candidate achieve that
21. 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.
22. 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.
23. The Essentials of Headhunting for a CEO 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
25. How to begin…… Hi, How are you? (Headhunting) Telephonic:Calling from infotel.com we are the exclusive recruitment consultants for leading MNC’s, Indian companies and startup companies 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
26. Continued….. Job Description Mandatory skills Desirable skills Total and Relevant experience Location Type of project Interview Process Overseas Option Reporting/leading structure Team size
27. Important questions to be asked while conducting headhunting What are you currently working on? How long you ‘ve been working on this environment? How long you’ve been working in this company? Where were you working before? Which platform were you working on? How long you worked at your previous company? What is you total experience? Educational Background.
28. 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 numbers only if required: -Mobile No. E-mail Id pooja@infotel.com-Mandatory 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? What kind of work you are looking at. What are the companies you are looking for? What is your current gross?
29. Notice period Convenient day and timings toattend the interview Mention the hierarchy above you & below you. (Names & designation). How many projects are 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.
30. Who is the quality manager, Technical Writer, DBA, Sysadmin and HR manager Which are the other skill areas your company is working on 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
38. Team sizeClient 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
39. B) (If the candidate is not keen – Try your best to convince him) Contact numbers if req:-Mobile No. E-mail Id pooja@infotel.com-Mandatory 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?
40. 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 Overseas Option Reporting/leading structure Team size
41. Shortlist knockouts (Examples) Based on date of birth Based on qualification Based on resume format Based on relevant mandatory skill experience from the project details (e.g. Java-2yrs)-(not from the technical skills summary Based on relevant desirable skill experience from 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
42. Based on Stability and duration of the stability in all the organizations worked. Based on experience from reputed companies. Based on the project title and project description Based on the duration of the projects developed as a team memberBased on the role and responsibility in all the relevant projects. Based on the growth pattern.(Should not be laid off). Based on the team size of the projects developed. Based on the type of work – Development, Maintenance, Testing, Implementation, and Design.
43. Based on the type of design/architecture experience – Highlevel, lowlevel, pseudodesign (prototype). Based on coding experience- pseudocode, lines of codes etc. Based on onsite experience in the past. Based on non-technical/soft skills – leadership, attitude, aggressiveness etc. Based on total no of projects in the relevant skills. Based on achievements and awards and acknowledgements
44. Mass MailingDear XYZKindly 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 Desirable skills Total and Relevant experience Location Type of project Interview Process Overseas Option Reporting/leading structure Team size 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
45. Kindly forward your resume asap. E-mail Id: pooja@infotel.com Can you refer some of your friends with these skills? Regards, Xyz.
46. Responsibilities of a Headhunter 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
47. Advantages of Headhunting 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.
48. Most clients do not share comprehensive job descriptions which could pose a challenge, especially while speaking to passive job seekers. Problems Faced While Headhunting
49. Just like animal-hunting needs supplies, recruiter hunting requires strategy and supplies, too Tips to Win-Over
50. Common Doubt QUESTION I'm interested in recruiting a highly experienced senior instructional designer with excellent development skills, familiarity with current technology, and some management background. Which recruiting method do you think is likely to provide the most select, qualified group of candidates? Local papers, trade periodicals, online, headhunters? And why would you recommend this resource?
51. 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.
52. SUMMING UP A true headhunter is one who finds the right peg for the right hole. There is so much fun in headhunting.