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.
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
How To Wrangle A Team To Build Your CompanyStart Pad
What: StartPad Countdown 9 -- How to Wrangle a Team to Build Your Company
Who: Kirsten Roth, The Laurel Group
You’ve arrived at the point where you want/need to add to your team. You’ve got way more to do than you can possibly get done with who you have on board now. What questions should you ask yourself before starting the process? Where do you start? What resources are out there to smooth the process? Come learn this and more about what you need to do to build a stellar team.
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
How To Wrangle A Team To Build Your CompanyStart Pad
What: StartPad Countdown 9 -- How to Wrangle a Team to Build Your Company
Who: Kirsten Roth, The Laurel Group
You’ve arrived at the point where you want/need to add to your team. You’ve got way more to do than you can possibly get done with who you have on board now. What questions should you ask yourself before starting the process? Where do you start? What resources are out there to smooth the process? Come learn this and more about what you need to do to build a stellar team.
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
How To Get The Most Out Of Recruitment Agencies, Oussama MansourThe HR Observer
There certainly seems to have been a growing sense of informal negativity towards recruitment consultants in the region. A recruitment agency should help speed up the recruitment process and take a significant workload of your plate. The better consultants should be well connected and be able to provide you access to strong candidates that would be otherwise impossible to gain access to. Due to the significant sums of money involved in the recruitment business, this have caused a drastic shift in how some recruitment companies in the middle east approach their clients. Some have abandoned the mature, well informed true consultative approach and instead replaced it with a high volume, sales orientated approach. Others have become CV passers and nothing more. Finding and getting the best out of a recruitment agency, however, requires planning, preparation and determination.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
What do you ask someone without experience? - A GradTouch SlideshareLewis Charlesworth
In this presentation we explore how companies from a variety of industries approach the topic of graduate recruitment. After speaking to businesses who have successfully hired graduates , via GradTouch, we learned about their individual approaches and what they find works best.
By carrying out interviews with industry leaders, we can compare, contrast, and offer up parallels and differences which will form vital insights for others within the hiring process.
We spoke to a variety of companies, from industries such as Marketing, Media, Retail, Digital, Sales and Recruitment, all of which have demonstrated different motivations and observations.
The presentation will take us from the application stage, right through to the onboarding part of the recruitment process.
It will be viewed specifically in relation to graduate hiring, in circumstances where the candidate has little or no experience.
China recruitment challenges chinese executive search headhunter head hunter ...Mark Thibodeau
Recruitment in China Chinese Shanghai head hunter headhunter executive search recruiter in china manufacturing start-up in china china talent leadership recruitment automotive industry recruitment recruiter
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 .)
6.
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 .