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You are browsing the archive for November 2013 - MANCER Consulting Blog.

Core headhunting process is an ‘art of recruitment’

November 21, 2013 in Industry Verticals, Knowledge Cell, Services

I’ve spent most of my career as a hiring manager but year ago I went for a Client meet; as it was purely a business development call; I interacted with the client who are running a leading business house in India and have a multimillionaire $ project in India and abroad, into oil & gas industry. They are looking forward to invest 50K Cr in to Indian market, accordingly they were looking for professional hiring partner who support for hire best talent from Indian market. While our meeting with the client they described us few niche position and shared 8 senior positions with us and very clearly mentioned:  ‘do not send any profile from job portal because they have their internal resourcing team’.


I came to office with the positions. My seniors were happy as we acquired a big account and it was an initial thought: we can easily fulfill all position & without doubt we will generate good revenue for company. As a delivery aspect I remembered that they have their internal resourcing team so this is not an easy task.


First few days we struggled for right candidate we connect with industries professional through social media like LinkedIn, silicon, twitter etc. but same answer we got all time (already approached with client) because social media is open & visible data for all. Then I realized if I would like to close this position I need to head hunt & map people across the industry so I started my search and targeted few engineering companies. When I interacted with people I realized there are professionals who are not available into job portal or social site. And each organization has approximately 15 to 20 untapped people who have 15+ years of exp into engineering field and they are right fit for my client. Gradually I tapped engineering industry & covered major division like – engineering, maintenance & utility, Quality, HR, Finance, Supply chain etc.


Got bunch of untapped people who are with relevant experience and doing well into industry who are actively contributing to the organization. after hunting their personal contact numbers I started talking to them as per their convenience & most of the senior candidates are comfortable after 8.00pm for discussion also if possible I met them outside to their office I convinced them for position & progressively we lined up few strong candidate for our client and out of 8 positions successfully we closed 5 senior position and generated good business revenue;


Yes, Headhunting it’s a time taking process but 100% result oriented practice. We realized invisible talent pool is always available for every industry & you have just to utilize your sourcing skill toward the right direction.

Headhunting it is not only a practices it’s a mantra of recruitment or search business. Client always expects best candidate who will be asset for the organization, who will grow with organization and build growth path for organization. For that we need to sharp our hunting skill.

In last few years intimately I have seen and experienced recruitment industry very closely and realized employer is always deplorable for good employees & employees are also keen to work with good employer.

According to market research both are sitting on bank of river and hesitate to disclose their identity in market. So headhunting is a process to build confidential bridge between both of them and create opportunities for stable & knowledgeable candidates, who are not easily available on portal or social site.


Tentative structured of any engineering company



November 16, 2013 in Industry Verticals, Knowledge Cell, Services


TEAM is a cohesive unit, as they say!


Meaning of TEAM; Together Everyone Achieves More.

The topic I’m touching today is very close to me and probably the most important for any organization. But the question is, how do we make a team, how do we keep people with different skill sets and nature together? Teams have an identity of their own. This identity is generated from the interrelationship of the larger culture, the organizational culture, the nature of the work, and the qualities of the individuals.

Team building



Team building is a process that develops cooperation and teamwork within a work unit. To constitute an effective team, its members must share a common goal, have respect for each other, and be motivated to use the strengths of each member to achieve their objectives.

trusted team


Team effectiveness refers to the system of getting people in an organization to work together effectively. The idea behind it is that a group of people working together can achieve much more than if the individuals of the team were working on their own.

The way to enhance team effectiveness is to agree beforehand on a code of conduct. As conflicts arise, it is important to know how to deal with them. Teams should decide what is allowed and what is not, how the team will deal with disagreements, and if open discussion is favored or if the group will vote on major decisions. Knowing what to expect and having the plan will make the process of working in group much easier.


Know Your Team

If you do not know what drives your team, you cannot possibly begin to get the best out of them. Don’t assume that your team members are motivated by the same factors that drive you.

The team approach has several benefits: distributed workload, balance of strengths, creative problem-solving, full involvement, good motivation, etc. Your team should know the reasons behind the work they are creating and should buy into the vision of the company. If your people come in, do their work, go home and don’t care, then you are unlikely to draw their full potential.


Fit no stereotypes. Don’t chase the latest management fads. The situation dictates which approach best accomplishes the team’s mission.
Colin Powell 



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