Hunting is a recruitment strategy by poaching a specialist working in another company. Hunting is resorted to in cases where they cannot find the right specialists on the open market.
A true headhunter is a skilled negotiator who is well versed in psychology and never pushes ahead. But, alas, they are not born as such, but become, including after passing through the stage of primitive hunting.
In this article, I will tell you a few real situations that happened in the practice of IT company leaders and were associated with zero-level hunting. These are cases of the most egregious violation of headhunter ethics, causing laughter from professionals and indignation from candidates, but not always clear to beginners. Such recruiting methods should never be used by HR managers in their work if they do not want to embarrass the employer and lose their position ...
The specificity of the headhunter profession involves the use of a wide range of means, but only if they do not violate the laws, do not harm the reputation of the hunter himself, as well as the candidates he recruits.
Why not use personal data?
A small company developing mobile applications was serviced by a large, well-known bank. At the same time, for all employees, the company started salary cards in this bank and was satisfied with the cooperation. But one day, many employees of the company (holders of salary cards) received invitations to be interviewed at this bank for the position of a programmer.
The invitations came directly to the work e-mail and were sent from the corporate mail of the bank employee, whose identification was not difficult. It turned out that a young employee of the HR department used the personal data of the bank's customers to do his job. Thus, he not only exceeded his authority, violated professional ethics, but also violated the law (FZ 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 institution.
I saw a good specialist - recruit, do not hesitate!
Headhunting at professional events is another great way to find a specialist of the right level. But even here you need to be subtle. The head of a product IT company witnessed the unsuccessful recruitment of his own specialist.
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, the company's technical specialists have participated in exhibitions much less frequently.
Tag colleagues in photos on facebook β help the headhunter of your competitors!
Social networks are a modern recruiting method that allows you to contact a potential employee directly. But this opportunity is not always used correctly. So, a novice recruiter was interested in specialists from 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 picture from the corporate party, where his colleagues were marked.
Instead of starting a dialogue with this person from afar, the would-be hunter sent out the same text messages to all the people with the photo. Had he done otherwise, he might have had a positive outcome. However, members of one team, who received a template message, only became wary, considering it either spam or a provocation. Discussing the situation among themselves, they decided that this was not an attempt at hunting, but a cunning 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 headhunting practices that have been applied incorrectly.
Professional networking, social media scouting, poaching employees of competing companies - all this works well only when combined with a careful and diplomatic approach to recruiting. It is because of the failure to comply with this requirement that the result turned out to be wildly ridiculous and disappointing.
Professional recruiters know that successful hunting requires a lot of effort, choosing the right specialist, establishing friendly relations with him, and most importantly, offering him something for which he will be ready to change employers. There is a creative approach in hunting, but only if it does not cross the boundaries of laws and ethics.
Source: habr.com