headhunting is the first step in the recruitment and 
selection process.  There are many ways or means of 
headhunting.  If can be through classified ads, school 
campus, jobs posting in strategic areas, through referrals, 
etc.

headhunting is recruiting  the top management 
excutives ,who are highly skilled  and resourcefull and 
whoes contribution to the organization leads to success or 
these employees are the competitive advantage of the 
organization.eg,those employees who are competitive 
advantage of some company is offered the fancy designations 
and high salary package and made to join their company this 
process is called headhunting.headhunting can be done via 
ads,job portals referals etc.there are three types  these 
are direct ,indirect and third party recruitment.

headhunting is also recuitment bt used for top management 
people and senior level executive...

head hunting is a process in which u approch a person directly.
secondly this is very simple method but need lot of
confidence..you should know whom u r targeting.
first map ur req.,then map ur industry.7 then trap ur candidate.
head hunting is of various types.

Headhunting refers to the approach of finding and 
attracting the best experienced person with the required 
skill set. Headhunting involves convincing the person to 
join your organization.



Headhunting Process:
             
1)Identifying the Prospective employee
2)Hold a talk with the Candidate
3)Candidate interested----if not-----look for other 
candidate.
4)If interested--call for formal discussion
5)Job Offer--- if nt interested---look for other candidate.
6)If interested--Ask the person to join and submit various 
necessary documents.



                  

Headhunting is the process of working closely with an 
employer, understanding the strategic hiring and growth 
needs, defining the perimeters of a search, identifying the 
targets/ top talents at mid to top level of other 
organizations, making a approach to the selected targets, 
understanding candidates's personal Pull/Push factors, 
managing and preparing clients' and candidates' 
expectations and brokering of an employment contract - 
covering package/title/KPIs etc. 

Headhunting is a specialized area within recruitment 
whereby the recruiter understands a particular 
space/industry well enough to know the key performers and 
players in the market. 

Headhunting does not include Classified Advert, Job Posting 
or Campus recruitment. Headhunters look for candidates and 
not applicants who apply but target people who are 
gainfully and happily employed. Headhunters often rely on 
network and referrals to find the ideal candidates, not 
through database or applicant write-ins. Many Top tier 
firms like Spencer & Stuart, Egon Zenhder etc, rely on 
technical experience + strong network + a good research 
team to fulfil clients' needs. 




Headhunting can derive from client's need to fulfill a 
particular senior position within the organization or an 
unsolicited candidate whom the headhunter feels is a great 
fit for his/her clients. 


For individuals who would like to consider headhunting / 
executive recruitment as a career, I would advise you to 
read up on MRI / Humana search methodologies.

Headhunting refers to the approach of finding and 
attracting the best experienced person with the required 
skill set. Headhunting involves convincing the person to 
join your organization.  
 
for more detail do refer this link Pg. 38
http://www.nationalhrd.org/newsletters/2008/0908.pdf

Passive job seekers constitute the largest percentage of 
best talent in the industry.

40-45% of the workforce in the industry comprises of 
passive job seekers.

Quality not quantity is the name of the game.

Headhunting Methodology

Mapping Talent

Name gathering

Getting past the gate keeper

Identifying candidate motivators

Call and subsequent conversation
Selling the benefits to the candidate
The client pitch
Objection / Concern handling
Managing the process
Managing resignation


What is Talent Mapping?
Who is where”              	       – The  Human Capital
“Who knows what”                    -  Talent/Competencies
“Who joined whom (client)”       – Talent Tracking


Talent Mapping Process

Step1- Detail research about the client company
Step2- Detail understanding of the JD
Step 3- Identifying target sectors or target companies

Methods of Name gathering

Linked in

Job Portals 

 Google

Client

Target companies website

Getting past the gatekeepers

Just ASK-    Call up the receptionist and ask “can I speak 
with the X Manager.”There being " are so many thing in the 
world you could fear more than the fear of judged" by 
others. SO MOST IMPORTANT and the BEST WAY - JUST ASK

 Interview:-Become a candidate	

Business Seminar- Want names for sending the information 
about a conference.

Become a prospective customer

Proposing to sell a product or service for which the 
decision maker would be a person whom you are trying to 
headhunt.

Benefits of Headhunting over other recruitment methods

 Exclusive database for the position

 Database for future

 Best candidates as compared to other consultants

 It justifies the high rates which Mafoi charges as 
compared to other consultants.