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1. Get the Headhunting skill to become a real RECRUITER

2. Recruitment has become most demanding profession in today’s changed global scenario. India
is facing shortage of quality recruiters to fill the gap of demand and supply.
Today, recruiters without head hunting skills are only called ‘facilitators’. With the job market
becoming more specialized, not only does a recruiter need to know about job specification,
knacks of screening profiles, and skills of interviewing, he must also be able to provide
companies the talent needed by them, even in a situation where there are no applicants for the
Particular job openings.
Think you can make it big being an HR graduate from a top-notch B school? Think again, because
it is not the end of the road for you.
Conventional methods of recruitment like screening profiles and interviewing are soon going to
be passé. As there is no dearth of talent, fetching suitable candidates for companies can’t solely
depend upon the passive system of screening candidates’ resumes. With a surge in the number
of ‘reluctant but suitable’ candidates, the role of recruiters is going to see a paradigm shift. This
is where Headhunters step in.

3. The ability to prospect and scout suitable candidates without having a chance to see their
uploaded profiles is the demand of the present recruitment industry. And this is precisely the
role of a Headhunter. An aggressive talent acquisition strategy can only be provided by qualified
Headhunters. These pro-active recruiters keep an eye on talent availability in the market and
approach them when a company has job openings. A Headhunter can also involved in poaching
if the situation demands so.
A traditional MBA (HR) degree lacks the module of Headhunting and aggressive talent
acquisition. “Students passing out from B schools generally lack head hunting skills. To make it
simple, I can likened with fresh engineers passing out of colleges, who are forced to take up
some finishing short term courses like SAP, Microsoft certification, and others. These diplomas
and certifications gives them a hands on exposure to current trends in Industry”. Said Bharat,
CEO of Bharat Headhunters.

4. “The eligibility criteria depend on each individual’s career growth plan. For eg: After gaining
Headhunting expertise one may opt to work for MNC’s where they prefer MBA’s from
Premier Institutes. If Headhunter wants to continue working for a recruitment
company/staffing company then any graduation is ok. But in case the Headhunter wants to
be on his own and if he as a flair towards entrepreneurship then I don’t think one should
have any education barrier all he needs is a good convincing and a communication skill”, said
Bharat.
“As a recruiter with more than a decade of experience, I have seen HR department of many
companies facing difficulty to source a candidate until they have some CVs on their desktop.
However, the trend is changing. Companies are giving preference to recruiters who profess
headhunting skills”, said Bharat. “It is here where a recruiters’ mettle is tested. He should be
able to get a right candidate even if the CV of the same candidate is not uploaded in any job
board”.

5. As the talent acquisition industry gets more sophisticated, traditional way of recruiting has
become passé, and needs to be kindled. Headhunting is the only prescriptive dose to
rekindle the recruitment industry.

6. Remuneration and career:
As a qualified Headhunter, one can be self employed. A number of companies are
outsourcing their need to third parties. The consultant Headhunter gets a professional fee
from the company. He can also work in the HR department of a company. The skill of a
Headhunter makes his/her pay scale more lucrative.

7. a headhunting company