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.

1. WELCOME

2. HEADHUNTING

3. CONTENTSHistory

4. Definition

5. Objective

6. Areas of application

7. Process

8. Steps involved

9. Points to remember

10. Advantages

11. Disadvantages

12. Summary

13. QuestionsHISTORY It’s a practice of taking and preserving the head of a slain enemy.A headhunter was a person who killed another and then took their head. Headhunting was practiced in parts of Nigeria, Nurestan, Assam, Myanmar, Borneo, Indonesia, the Philippines, Taiwan, New Zealand and the Amazon.

14. NEW DEFINITIONA 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 PointsThe 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 organizationIf 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 technologyThe opportunities and growth in terms of kind of projects, role in the project and monetary aspects

20. BEST STRATEGIESProactive networking Approaching them through a reference or mutual contact generally results in a positive responseGaining the confidence of passive job seekers is important. It is also imperative not to push them into taking up a jobheadhunter often has to play the role of a career guide or consultant to convince a passive job seekerthe 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 calling6) 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 CEOProactive networking with senior professionals in seminars and forumsSeeking references of senior executives from other senior professionalsScanning periodicals, the Web, etc, to track the career progress of senior professionals Maturity in handling relationships with senior candidates and gaining their trust

24. How to go about Headhunting…

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 companiesWe are looking for hardcore professionals in (*) for our client(s) (**).All these clients have excellent salary structures/stocks and good projectsClient Name(s).Skills Domain and TechnologyOffices.About the company.Press and Media Reports.Project Title and Skills used in the project

26. Continued…..Job DescriptionMandatory skillsDesirable skillsTotal and Relevant experience Location Type of projectInterview ProcessOverseas OptionReporting/leading structureTeam size

27. Important questions to be asked while conducting headhuntingWhat 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 profileA)(If the candidate is keen) – Kindly forward your resume….Contact numbers only if required: -Mobile No.E-mail Id pooja@infotel.com-MandatoryCan I have you e-mail Id. (Personal)-MandatoryCan I have you residence no.?-MandatoryCan 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 periodConvenient day and timings toattend the interview­­­­­­­Mention 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 skillsFurnish 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 managerWhich 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

31. Things you need to focus on…..Desirable skills

32. Total and Relevant experience

33. Location

34. Type of project

35. Interview Process

36. Overseas Option

37. Reporting/leading structure