June 10, 2019 at 10:33Three stories about wild hunting
Hunting is a hiring strategy by hiring a specialist who works for another company. Hunting is resorted to in cases where they cannot find the right specialists in the open market.
A true headhunter is a skilled negotiator, well-versed in psychology and never pricked. But such, alas, are not born, but become, including, having gone through the stage of primitive hunting.
In this article I will tell you some real situations that happened in the practice of the leaders of IT companies and were associated with the hunting of zero level. These are cases of the most blatant violation of the headhunter's ethics, causing laughter among professionals and outrage among candidates, but not always clear to beginners. Such recruitment methods should never be used by HR managers in their work if they do not want to dishonor the employer and lose their job ...
The specifics of the headhunter profession involves the use of a wide range of means, but only if they do not violate the laws, do they harm the reputation of the hunter himself, as well as the candidates whom he recruits.
A small company developing mobile applications was served in a large, well-known bank. At the same time, for all employees, the company got salary cards in this bank and was pleased with the cooperation. But once many employees of the company (holders of salary cards) received invitations to be interviewed in this bank for the position of programmer.
Invitations came directly to work email and were sent from the corporate mail of a bank employee, which was easy to identify. It turned out that a young employee of the HR department used the personal data of the bank's customers to carry out their work. Thus, he not only exceeded his authority, violated professional ethics, but also violated the law (Federal Law 152). At the moment, through his fault, the bank had to pay a large fine. Not to mention a serious blow to the reputation of a financial organization.
Headhunting at professional events is another great way to find the right specialist. But here you need to act subtly. The witness of the unsuccessful recruitment of his own specialist was the head of an IT product company.
At the exhibition, where the head of the company went with his best employees, a pretty girl became interested in the stand, asked a few questions about the product, met a specialist and handed him her business card with a job offer from competitors. And this is in front of the director of the company! Since then, technical specialists of the company participate in exhibitions much less frequently.
Social networks - a modern recruiting method that allows you to contact a potential employee directly. But this opportunity is not always used correctly. So, the novice recruiter was interested in the specialists of the medical software development department of a competing company. He managed to find one of the employees of this department on Facebook and - good luck! - Among the personal photos was a shot from the corporate party, where his colleagues were noted.
Instead of starting a dialogue with this person from afar, the unfortunate hunter sent the same text messages to all people with photos. If he had acted differently, he probably would have had a positive result. However, the members of one team who received a template message were only wary of it, considering it either spam or provocation. Discussing the situation among themselves, they decided that this was more likely not an attempt at hunting, but a tricky check from the leadership. As a result, none of them gave an answer, and the headhunter simply failed a potentially successful operation.
These cases show the main practices of headhunting, applied incorrectly.
Professional networking, social media searches, and luring employees of competing companies - all this works well only with a cautious and diplomatic approach to recruiting. It is precisely because of non-compliance with this requirement that the result was wildly ridiculous and disappointing.
Professional recruiters know that for a successful hunt you need to make a lot of efforts, choose the right specialist, establish friendly relations with him, and most importantly, offer him something for which he is ready to change his employer. A creative approach to hunting takes place, but only if it does not go beyond the boundaries of laws and ethics.
A true headhunter is a skilled negotiator, well-versed in psychology and never pricked. But such, alas, are not born, but become, including, having gone through the stage of primitive hunting.
In this article I will tell you some real situations that happened in the practice of the leaders of IT companies and were associated with the hunting of zero level. These are cases of the most blatant violation of the headhunter's ethics, causing laughter among professionals and outrage among candidates, but not always clear to beginners. Such recruitment methods should never be used by HR managers in their work if they do not want to dishonor the employer and lose their job ...
The specifics of the headhunter profession involves the use of a wide range of means, but only if they do not violate the laws, do they harm the reputation of the hunter himself, as well as the candidates whom he recruits.
Why not use personal data?
A small company developing mobile applications was served in a large, well-known bank. At the same time, for all employees, the company got salary cards in this bank and was pleased with the cooperation. But once many employees of the company (holders of salary cards) received invitations to be interviewed in this bank for the position of programmer.
Invitations came directly to work email and were sent from the corporate mail of a bank employee, which was easy to identify. It turned out that a young employee of the HR department used the personal data of the bank's customers to carry out their work. Thus, he not only exceeded his authority, violated professional ethics, but also violated the law (Federal Law 152). At the moment, through his fault, the bank had to pay a large fine. Not to mention a serious blow to the reputation of a financial organization.
I saw a good specialist - recruit, do not hesitate!
Headhunting at professional events is another great way to find the right specialist. But here you need to act subtly. The witness of the unsuccessful recruitment of his own specialist was the head of an IT product company.
At the exhibition, where the head of the company went with his best employees, a pretty girl became interested in the stand, asked a few questions about the product, met a specialist and handed him her business card with a job offer from competitors. And this is in front of the director of the company! Since then, technical specialists of the company participate in exhibitions much less frequently.
Mark colleagues on photo on facebook - help the headhunter of competitors!
Social networks - a modern recruiting method that allows you to contact a potential employee directly. But this opportunity is not always used correctly. So, the novice recruiter was interested in the specialists of the medical software development department of a competing company. He managed to find one of the employees of this department on Facebook and - good luck! - Among the personal photos was a shot from the corporate party, where his colleagues were noted.
Instead of starting a dialogue with this person from afar, the unfortunate hunter sent the same text messages to all people with photos. If he had acted differently, he probably would have had a positive result. However, the members of one team who received a template message were only wary of it, considering it either spam or provocation. Discussing the situation among themselves, they decided that this was more likely not an attempt at hunting, but a tricky check from the leadership. As a result, none of them gave an answer, and the headhunter simply failed a potentially successful operation.
These cases show the main practices of headhunting, applied incorrectly.
Professional networking, social media searches, and luring employees of competing companies - all this works well only with a cautious and diplomatic approach to recruiting. It is precisely because of non-compliance with this requirement that the result was wildly ridiculous and disappointing.
Professional recruiters know that for a successful hunt you need to make a lot of efforts, choose the right specialist, establish friendly relations with him, and most importantly, offer him something for which he is ready to change his employer. A creative approach to hunting takes place, but only if it does not go beyond the boundaries of laws and ethics.