Recruitment < Head hunting < Executive Search

The process in all three is fairly similar once the potential candidates have been identified – 2 to 4 rounds of interview followed by compensation negotiation, medical check, Reference check, offer and joining. But the process of identifying potential candidates is very different in all three.

 RECRUITMENT entails filling up replacement and new positions at various levels within an organisation. Normally shortlist of candidates is prepared after going through your own data base, industry network, Social network and also by advertising on relevant job portals. Our experience is that normally 8 to 10 profiles need to be sent before candidate is finalised.

 HEADHUNTING is normally requested by clients when they have a specific need and are looking for a professional with specific skill set from very specific industry segment or companies. Role of the Consultant is to identify these specific companies (if required) and the people within these organisations who are performing the requisite roles. Normally it calls for a detailed mapping of the organisation/s, finding candidates with the required skills within these companies, eliciting their interest and then having detailed discussions with them before forwarding them to the client. Many times a particular Company is identified by the client for the Consultant to target.

EXECUTIVE SEARCH is normally an exclusive mandate given to a firm to search a candidate for CXO level position. This is a fairly complex search process as different Companies have their own preferences. While in a Recruitment drive and headhunting more of skill set is checked in Executive Search the attitude, value systems, leadership qualities, networking, mind-set, analytical skills, intelligence and a few other aspects are tested and considered more important than a narrow skill set.

The search process is fairly complex and knowledge of Client’s industry is extremely important. Understanding the requirement of the client is the key and consultants have to/ need to speak with various stakeholders sometimes more than once as part of their homework. They also have to study the previous professionals who have held that job in the past and analyse why they were or were not successful in this role. For this analysis, if possible, a 360° feedback of previous Leaders/ Managers is advisable.

This is followed by a search that may also involve advertising the position and requesting for applications. Once the candidates are identified they are interviewed by the Consultants. The candidates may also be met by the consultant over a cup of coffee or dinner. The candidates are rated on various parameters as per the requirement of the client. Consultant may also bring in some experts from their side to meet, analyse and rate the candidates. Although the entire study/ mapping of the market is shared, only a handful of candidates are put across for interview with the client. Discreet reference check is perhaps the single most important tool in the shortlisting process and is carried out by the Consultant before exposing them to the client.