This document provides tips and techniques for headhunting and mapping potential job candidates. It discusses the difference between headhunting and mapping, with headhunting referring to the recruitment of executive personnel and mapping referring to scanning an organization's structure. The document then gives numerous strategies and tricks for headhunting, such as researching companies, using scripts to reach the right departments, and gathering information from current employees. It also provides a list of questions to validate candidates and advice for maintaining records in a database.

1. HEAD HUNTING & MAPPING
HR Department Presents

2. Contents:-
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. Headhunting ???
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. Head Hunting –In our business 
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. Mapping :-
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. Tips & Techniques of Headhunting
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 .

7. Contd…
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.

8. Contd…
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.

9. Contd…
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 .

10. Contd…
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.

11. Contd..
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.

12. Contd…
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

13. Contd…
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.

14. Contd…
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 .

15. List of Questions for Validation :-
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 .

16. 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.

17. 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 .

18. 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.

19. 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.

20. 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 .)

21. 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)

22. 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)

23. 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 !!!!!

24. MIS Upkeep
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 .

25. Q & A Session
???