About headhunting presentation, made by #Anum Nihal

1. HEAD HUNTING
Presenter’s Name:
❖ Muhammad Rasab Rawaq
ilyas-EH2057103
❖ Muhtashim khan-EH2057079
❖ Anum Nihal-EH2057018
Class: MA/MSC (Final year)
Semester:1st
Subject : Human resource Management

2. Headhunting is the process of recruiting a potential employee, who is working
elsewhere and has relevant work experience for a particular job profile. Headhunting
is done by a company's HR or outsourced to an agency or job consultant.
Headhunting is one of the most effective ways to find and acquire candidates for
senior positions, who are not necessarily looking for a job change.
DEFINITION OF HEADHUNTING:

3. An example of headhunting
If an HR manager finds that there are some "star resources" left in the sales
department and some roles are missing in the organization or a specific unit such as
area sales manager and regional head. The HR manager will try to find alternative
options in the market. It may be that the skill set is not easily found because these
roles are senior leadership roles.
In this case, the HR manager will try to contact any headhunting agency to try to
find a better match through people from other organizations, or through other
means. The basic idea is that the pool is already narrowed to a few, and recruitment
is done by the best of them

4. Headhunting Process
Context
Understand client
requirement/ Business
Mapping the target
companies to headhunt
Profile huntin, screening &
shortlisting
Manage Interviews,
completion of formalities
Regular follow up after
joining

5. Types of Headhunting
Direct
It is a method of calling the
candidates directly, either by
calling on his/her number, or
else meeting them at their
homes or at their office. This is
done after entire research has
been done upon that person,
and the role he is being hired
for.
Indirect
Leaving a reference to trace the
person, so that they can be
contacted if they agree. It is
indirect because if he finds the
job profile suitable for someone's
career then that person will
contact him/herself.
Third party
This is where the Executive
search firms come in. The
process of headhunting is
outsourced to a company which
specializes in finding right
candidates for required job
roles.

6. What are the skills required
for a headhunters:
● Business Economy
● Technology and product their application
● Marketing research skills
● Networking Skills
● Convincing Skills
● Ability to make quick decisions.
● Good interpersonal and communication skills.

7. ● Meeting with hiring managers to define the requirements for vacant positions.
● Researching updated sourcing techniques.
● Searching resume databases and portfolio sites.
● Sending job offers to potential candidates.
● Posting advertisements on job sites and on social media.
● Attending job fairs to source new candidates and to network.
● Contacting industry professionals to ask for referrals.
● Negotiating terms of hire with potential candidates.
entation
Responsibilities of a Headhunters:

8. 09.17.XX 10.13.XX
Conclusion:
it's important to note that headhunting may not always be the best solution for every
recruitment need. Factors such as cost, industry-specific requirements, and the availability
of suitable candidates should be considered when deciding whether to employ headhunting
services.
headhunting can be a valuable tool in securing top talent for executive-level positions. It
offers access to a wider talent pool, a targeted approach, confidentiality, negotiation
expertise, and time savings. Organizations should carefully assess their specific needs and
circumstances to determine if headhunting aligns with their recruitment strategy.

9. Thank you!
For your Attention