Headhunting in Recruitment

1. Headhunting in Recruitment

2. Recruitment has become most demanding profession in today’s changed global scenario. It’s not
all about talking to the candidates and mass mailing through job boards. It’s more about
researching; companies, business market, competitors, people. Head hunting is a very
specialized area of recruitment of sourcing high profiles without dependency on job boards and
employees seeking employment. It involves hunting candidates through direct contact, personal
meetings, attending seminars and industrial exhibitions etc. It is the most effective method of
sourcing and placing candidates of top positions who might be not looking for a job change.
Strong network, good references and long relationship with the candidates are the most
important part for successful head hunting.
Generally, recruiters at corporate companies take too long time to place senior positions for the
roles as they lack head hunting skills because these hard to find candidates are not so easily
available on job boards as well as on social sites, recruiters have to search these talents and
convince them to join their organization that requires strong convincing skills. When normal
recruiters fail to recruit such candidates it is the headhunters who approach these successful
candidates through head hunting techniques and pick up good candidates for the roles. Great
convincing, creative talking and constant communication are essential to maintain a good
relationship with the candidates so as to build strong wide network and thereby increasing their
identity with the candidates.

3. Companies empanel Headhunting firms to find best talents who can improve the quality of
the work, build their business , develop new and maintain existing clients.
Unlike normal recruitment, Headhunting companies target people who are working in
top similar companies, get reference from them and develop a wide network. They do lot of
research online as well as offline to hunt the best candidates for the roles. They find and
attract best suitable candidates for the companies without advertising on newspaper and
even on job portals. With well maintained headhunted database through references and
network, headhunting companies develop continuous relationship with employees and fill
the post with rich source of candidates for client.
Why Hire A Headhunting Company

4. What are Headhunters
Headhunters are the recruiters who understand the client business, their requirements,
research the market place that include targeting relevant companies, gathering information,
collect pools of candidates and find suitable person for the role. Unlike recruiters,
headhunters from technical background or specialized area with vast knowledge are strong
enough to take up the telephonic round for the candidates. They target passive candidates
explain them the client business in brief, have a personal discussion and convince them to
become open minded for a career change.
Remember, all Headhunters are Recruiters but all Recruiters are not Headhunters.

5. What are the challenges Headhunters face?● Most of the companies do not share job description with headhunters, which
will be a challenge especially when they talk to successful candidates who aren’t
looking for a change.
● Successful people are those who are well settled and they do not want to change
their current job. Contacting with such candidates requires a great sensitivity to
convince them to take up the new opportunities.

6. What skills are needed for Headhunters
?

7. ● Business Economy
● Technology, Products and their applications
● Market Research Skills
● Networking Skills
● Convincing Skills
● Continuous relationship with the clients and
candidates.

8. How do Headhunters hunt for passive candidates
?

9. Recruiting through Headhunting
Headhunting
Personal Blogs and Websites Seminars, events, & meetings
References & Networks

10. How do Headhunters establish relationship with candidates
?

11. Meetings with senior professionals in
seminars and forums

12. Frequent talk and seeking references from placed candidates

13. Methods of name gathering

14. Internal Database
1.Headhunted database
2.Placed employees
3.References from placed candidates
External Database
1. Personal websites and blogs
2.Candidates from targeted companies
3.References from identified candidates
Networking
2. Establishing relationship with the candidates
1. Frequent talk & seeking references from the candidates
Candidates Database

15. Talent Mapping Source

16. Client
Understanding Client Business
Mapping Target Companies
Profile Hunting
Pre-screening of Candidates
Regular Follow up after Joining
Confirmation of Joining
Manage Candidate Resignation Process
Manage Client Interviews
Scheduling of Shortlisted Candidates
Understanding of Requirements

17. Benefits of using Headhunting Services
● Quality Profiles
Speed and Flexibility●
Cost Reduction●
Business Growth●

18. Headhunters are the only one’s who can fill rich source of candidates
for your roles.

19. A headhunting company