Should practices like "Poaching" & "Mapping" be banned?

NO ONE CAN RETAIN PERSON AGAINST HIS / HER WILL.PEOPLE WHO HAVE DECIDED TO QUIT OR IN AN WAVERING MIND TO CONTINUE WITH THE PRESENT EMPLOYERS ONLY SWITCH OVER.

I agree with Mr. Narayan.. It is business and competition from employer point of you say. And growth and future from employees point of you say.

Hi Kriti, thanks to have invited me to this discussion.

Unluckily I can't share your same opinion. I'm against any hypothesis to ban any legal method able to return the design and composition of a third organization.

In my opinion it's perfectly ethical to use open sources (news, company communications, names of people participating to events or fairs or external teams - standardization bodies, professional associations,...- etc,) to put together pieces of information designining a more complete picture of the same organizational subject.

In my opinion, it is ethical too to use info coming from people conversations. Of course people speaking with you have to know who you are and what are your purposes. Of course, the info gained through these interviews can't be of the kind rightly protected by the analyzed company (market, financial or product confidential info, for example).

I suppose these are the basic rules of an ethical market intelligence

My 2 cents

'Poaching' is such a negative term that has been coined for some reason. My argument against this is:

1) Companies always demand for professionals who will give them returns from day one. Companies are always hunting for exact matches to their open positions. Companies are rarely willing to compromise. Now, how does one satisfy this need? The only way to do this is to hire from a competitor. Unless they hire from a competitor how will they find someone with exactly the kind of experience that they are looking for?

2) There is a double standard here. If a company has an open position that they need to fill asap, they will do anything to fill that position without hesitating, but, if someone else hires their employee they begin to cry out loud about headhunters and 'poaching'. Its always a two way game.

The crux of this issue is not headhunters or the practice of poaching. This practice of poaching arises from the issue - Why are companies always in a desperate need to hire? Is it poor management of talent? Is it poor retention management? These are the questions that need to be answered and just by blaming the practice of 'poaching' will never produce any positive results.

Regards,

Om Deshpande

Poaching as such is viewed as a very negative practice more so b'coz of the word used to describe this phenomena but digging deep into it one can realize that  its just simple theory of demand and supply which is at work here.Someone who is talented is surely going to get admirers.If you really had believed in his talent you should have rewarded him suitably and if you could not do so then you have no right to blame somebody who has done so by saying that he is poaching your candidate! 

So if a shoe doesn't fit your leg don't  cut your leg,instead improvise and redesign the shoe.Don't ban poaching just tweak your system to recognize and reward talent optimally and of course relatively.

It is a critical tool for many top recruiters and they would be loath to drop the practice. And preventing mapping is not a practical solution. It is one of the main ways of securing top candidates.

They had also done a no-poach before but that did not work amongst the IT firms and although these things are possible when one works in niche areas like biotechnology, in case of the IT industry it is not possible to have such solutions..