Head Hunting & Mapping

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

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.

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.

The process of doing a through scan of an Organization / Department / Division ( Top to bottom search and Horizontal mapping of the companies Organizational structure .)

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 .

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.

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.

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 .

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.

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.

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

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.

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 .

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 .

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.

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 .

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.

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.

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 .)

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)

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)

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 !!!!!

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 .

Q & A Session ???