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    1.3. Headhunting

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    Chung Tran Thanh
    The document discusses headhunting as a recruitment method. Some key points: - Passive job seekers, who are not actively looking but open to opportunities, make up 40-45% of the best talent pool. - Headhunting is best suited for hard-to-fill roles like functional heads, niche skills, long-vacant positions, or roles where other methods failed. - The headhunting process involves talent mapping, identifying motivators, pitching benefits to candidates, and managing the resignation process. - Talent mapping determines who has what skills and experience, and who works where. This helps headhunters target the right candidates for clients.

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    1.3. Headhunting

    Uploaded by

    Chung Tran Thanh
    10 views11 pages
    The document discusses headhunting as a recruitment method. Some key points: - Passive job seekers, who are not actively looking but open to opportunities, make up 40-45% of the best talent pool. - Headhunting is best suited for hard-to-fill roles like functional heads, niche skills, long-vacant positions, or roles where other methods failed. - The headhunting process involves talent mapping, identifying motivators, pitching benefits to candidates, and managing the resignation process. - Talent mapping determines who has what skills and experience, and who works where. This helps headhunters target the right candidates for clients.

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    The document discusses headhunting as a recruitment method. Some key points: - Passive job seekers, who are not actively looking but open to opportunities, make up 40-45% of the best talent pool. - Headhunting is best suited for hard-to-fill roles like functional heads, niche skills, long-vacant positions, or roles where other methods failed. - The headhunting process involves talent mapping, identifying motivators, pitching benefits to candidates, and managing the resignation process. - Talent mapping determines who has what skills and experience, and who works where. This helps headhunters target the right candidates for clients.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as ppt, pdf, or txt
    10 views11 pages

    1.3. Headhunting

    Uploaded by

    Chung Tran Thanh
    The document discusses headhunting as a recruitment method. Some key points: - Passive job seekers, who are not actively looking but open to opportunities, make up 40-45% of the best talent pool. - Headhunting is best suited for hard-to-fill roles like functional heads, niche skills, long-vacant positions, or roles where other methods failed. - The headhunting process involves talent mapping, identifying motivators, pitching benefits to candidates, and managing the resignation process. - Talent mapping determines who has what skills and experience, and who works where. This helps headhunters target the right candidates for clients.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as ppt, pdf, or txt
    of 11

    Headhuntin

    g
    Why Headhunting?

    •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.


    Portals Headhunting Networking

    • Finance •Functional Head • HR


    • Sales • Niche Skills • EA
    • Service • Any position which • Sales & Marketing
    • Production has been open for
    • Supply Chain long
    • Marketing • Any position for
    niche industry
    • R&D
    •Any position for
    •CA
    which all the other
    •CS methods have been
    tried
    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

    1) 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

    2) Interview:-Become a candidate

    3) Business Seminar- Want names for sending the information about a


    conference.

    4) Become a prospective customer

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

    • Challenging job

    • Salary

    • Brand image of the client company

    • Better career path in the clients company.


    Do you want to spend the rest of your life selling
    sugared water or do you want a chance to change
    the world?
    - Steve Jobs
    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.
    Thank you

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