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Headhunting process



Plainly, the most crucial part of the headhunting process is for the HR headhunters to understand precisely what you’re searching for with regards to personnel and what the key features of the profile. They also need to understand why you think someone would want to leave their current job in order to join your organisation. All this and more will be assembled in an initial headhunters consultancy meeting, where you are supplied with all the details you need. With the necessary info attained headhunting team then is in a strong position to move to the next stage – research. The HR headhunting team needs to be extremely experienced and focused who’ve been sourcing the best talent through the commercial arena.

The HR headhunting team should possess the skill to collect, analyze, and organise research and intelligence data and with in depth knowledge of the commercial environment. They should possess the skill to understand organisational hierarchies, with adequate mapping capability to map talents within a business. After the research is done the list of appropriate candidates is created and verified by the headhunter who can then start making approaches to the candidates in question. Headhunting never relies on advertising positions nor on a Curriculum Vitae database. The best talent has to be found through focused headhunting. The majority of the candidates approached aren’t searching for a brand new job, hence HR headhunters job is always on the thread.

The consultant has to represent the opportunity and gain their interest while getting them to commit to opening. At this stage, HR headhunters may have a series of phone conversations with the candidate where all the relevant pieces of information are gathered. Also, probing is needed where their regions of discontent lie within their current role. The list of candidates is now ready to be presented to the client to be carried forward from there. HR headhunters will always be there as an interface between the client and the candidates.

Headhunters team’s main objective is obviously to exceed your expectation, thereby leaving you to go on with the running of one’s business while HR headhunters busy themselves with delivering the ideal candidates for you to meet.

Rinku Mukherjee Bhate 
is the founder CEO of Career Stroke. She has worked with leading HR organizaions in India in the past. She possesses over 24 years of experience offering a vast bouquet of services like executive search, head hunting, corporate training, compensation surveys, employee satisfaction studies, retained search, policy manual services, counseling, etc.

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