Hello Comrades,
I am Sivakumar, with 3 years of experience as a Recruitment Executive. I am a new member of this community, and it's my pleasure to be a part of it. I have noticed that the topics and the knowledge shared by people are truly exceptional and very supportive for my future endeavors.
I have attached my first PowerPoint presentation on Headhunting and database management skills in the service industry. I look forward to seeing more knowledge sharing in the HR domain.
Regards,
Sivakumar
From India, Madras
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I am Sivakumar, with 3 years of experience as a Recruitment Executive. I am a new member of this community, and it's my pleasure to be a part of it. I have noticed that the topics and the knowledge shared by people are truly exceptional and very supportive for my future endeavors.
I have attached my first PowerPoint presentation on Headhunting and database management skills in the service industry. I look forward to seeing more knowledge sharing in the HR domain.
Regards,
Sivakumar
From India, Madras
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Hi Siva, Very Nice what you have sent... If you dont mine i want more information regarding Head Hunting Skills in depth..... thanks in advance... with regards vino :)
From India, Madras
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2From India, Madras
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Hi friend It was a good attempt. I think few more aspects are missing. I am exactly not able to match what’s missing. overall it was a nice one. Regards. Srinivaskvmk
From India, Hyderabad
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From India, Hyderabad
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nice to hear some good response,i worked as a recruiter for 9 months and i found it was so difficult but when i read the content really you guys enjoyed head hunting,good luck ,bye
From India, Madras
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From India, Madras
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Hey Siva,
I just joined this community and saw your post. I think it's really good. However, if we could discuss some generic tips on what a headhunter should speak about when making a cold call to a new number. Maybe some sample statements... I understand there is no written script for headhunters, but many have used different kinds of scripts to reach the real talent in any company. I believe we should open and discuss that as well.
Cheers!!
Prabhat
From India, Calcutta
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I just joined this community and saw your post. I think it's really good. However, if we could discuss some generic tips on what a headhunter should speak about when making a cold call to a new number. Maybe some sample statements... I understand there is no written script for headhunters, but many have used different kinds of scripts to reach the real talent in any company. I believe we should open and discuss that as well.
Cheers!!
Prabhat
From India, Calcutta
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Hello, I have been doing headhunting for the past 7 months. Depending on the requirement, I target different companies in that sector.
For example, if I am recruiting a Testing Engineer, I call up the board number of a target company and ask the front desk person to put me through to Ashok (a generalized name) or Patrick Richardson (US Headhunting) in the QA Team. Do not reveal your identity there. You may tell them that he is your childhood friend or a distant relative, etc. Once they connect you to that particular candidate, then reveal your identity to that person only. This approach has worked for me many times!
For International Headhunting, target different companies depending on work orders. For instance, if you are recruiting a Clinical Research Associate, call up the company and inform the front desk that you are calling from SOCRA (Society for Clinical Research Associates) and you want to get in touch with CRAs to invite them for a conference. This way, you can connect with various people in the company.
I hope this information is useful to you! All the best! Bye, Karuna
From India, Hyderabad
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For example, if I am recruiting a Testing Engineer, I call up the board number of a target company and ask the front desk person to put me through to Ashok (a generalized name) or Patrick Richardson (US Headhunting) in the QA Team. Do not reveal your identity there. You may tell them that he is your childhood friend or a distant relative, etc. Once they connect you to that particular candidate, then reveal your identity to that person only. This approach has worked for me many times!
For International Headhunting, target different companies depending on work orders. For instance, if you are recruiting a Clinical Research Associate, call up the company and inform the front desk that you are calling from SOCRA (Society for Clinical Research Associates) and you want to get in touch with CRAs to invite them for a conference. This way, you can connect with various people in the company.
I hope this information is useful to you! All the best! Bye, Karuna
From India, Hyderabad
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Hi Karuna,
Thank you for sharing that, but many times my team and I have observed that after doing so, there could be two significant problems:
1. A generalized name may not be present, thus reducing the possibility of progressing further.
2. Often, front desk personnel mention that if you are calling for Ashok (for example), you must provide the extension number as well. Without it, we cannot proceed. However, this approach can still be effective in many cases.
Are there any other tricks or tactics that can be utilized to achieve a better success rate?
Regards,
Prabhat
From India, Calcutta
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Thank you for sharing that, but many times my team and I have observed that after doing so, there could be two significant problems:
1. A generalized name may not be present, thus reducing the possibility of progressing further.
2. Often, front desk personnel mention that if you are calling for Ashok (for example), you must provide the extension number as well. Without it, we cannot proceed. However, this approach can still be effective in many cases.
Are there any other tricks or tactics that can be utilized to achieve a better success rate?
Regards,
Prabhat
From India, Calcutta
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Hi There , Can some one share that what is Organisation Mapping in Headhunting . :?: how it is performed ?? Thanx & Regards Prabhat
From India, Calcutta
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From India, Calcutta
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Hi Siva,
It's a nice PPT. Some suggestions - For sourcing profiles, you can add job postings, bulk mailing, candidates' references, advertising on common public websites like Google, HR sites, and other relevant sites.
The Planning and Execution slide can be presented in a tabular form. For Head Hunting, you can provide more information or rearrange the existing information in a flow chart form.
Regarding Database Management, you could include remarks such as candidates' feedback, clients' feedback, and the actual status of the profile. I hope the above suggestions can add value to your PPT.
You can reach me at stellahrmc@gmail.com.
Regards, Stella
From India, Mumbai
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It's a nice PPT. Some suggestions - For sourcing profiles, you can add job postings, bulk mailing, candidates' references, advertising on common public websites like Google, HR sites, and other relevant sites.
The Planning and Execution slide can be presented in a tabular form. For Head Hunting, you can provide more information or rearrange the existing information in a flow chart form.
Regarding Database Management, you could include remarks such as candidates' feedback, clients' feedback, and the actual status of the profile. I hope the above suggestions can add value to your PPT.
You can reach me at stellahrmc@gmail.com.
Regards, Stella
From India, Mumbai
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Hi Stella, this updation was really appreciated . Also i was wondering if u could share some knowledge about Headhunting and mapping procedure . Regards Prabhat
From India, Calcutta
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From India, Calcutta
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Hi Prabhat,
It starts with preparing a list of target companies. Mapping involves understanding the organogram and identifying the target position. Sometimes, there may be several profiles to consider fitting in. It is always preferred to create a mapping sheet with all the gathered information. Once it's done, talk to the potential candidates in detail to understand their profiles. This is how one can identify the most suitable candidate to target. Present them with an offer they can't refuse!
Manjit Kumar Tiwari
+919620475577
From India, Bhubaneswar
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It starts with preparing a list of target companies. Mapping involves understanding the organogram and identifying the target position. Sometimes, there may be several profiles to consider fitting in. It is always preferred to create a mapping sheet with all the gathered information. Once it's done, talk to the potential candidates in detail to understand their profiles. This is how one can identify the most suitable candidate to target. Present them with an offer they can't refuse!
Manjit Kumar Tiwari
+919620475577
From India, Bhubaneswar
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Knowledge Sharing - Interpersonal Skills.pdf
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Head hunting.ppt