What kind of professional background do you need to be a headhunter?

Background plays a great role in doing headhunting, and there are roughly the following categories:

1. Professional background. In addition to professional knowledge, knowledge of human resources should also be required.

2. Industry background. Familiarity with or proficiency in a certain industry.

3. Professional background. Preferably in middle and senior management positions.

Headhunting consultants have a high threshold and require keen vision, rich experience in sales and customer management, good communication skills and a broad interpersonal network. The main operators of most headhunting companies are headhunting consultants, and some of them are corporate HR backgrounds, and they are directly from the enterprise to create their own headhunting companies. A good headhunting consultant should have rich experience and have held high positions in many companies, so as to provide valuable advice to talents and customers, or have a good background as a human resources manager, be able to provide career development guidance and interview coaching, and at the same time be able to bridge between enterprises and talents, and play a better role in coordination.

Headhunting consultants are entrusted by clients to find talents, not only to contact the client's senior management, but also to contact a lot of high-level talents in the industry, which requires the client's industry to be involved, and at the same time have a more mature view of human resources and enterprise management.

Having good network resources is the key to being a headhunter. The prospect of headhunting is good, but you need to weigh your own conditions to see if you are suitable for headhunting. It is also necessary to enter a regulated headhunting firm.

Always remember: how high you stand, how wide you can see. Give yourself an accurate position and see what height you are at.

This height is directly proportional to income.

There is almost no need for Beijing, China's headhunters are all mutants, and the real headhunters are done by a group of retired senior old men with very extensive connections. If you want to be a headhunter in China, as long as you are clear-headed, organized, good at communication, and cautious in dealing with the world, you can do it.

Real headhunters are veterans in various industries. At present, most of the domestic headhunters do not have a deep professional background. Kind of like a salesperson. In China, there are opportunities for you to be a headhunter.

I think that no matter what industry you do, as long as you are interested in doing it, you can definitely do a good job, you can go to some headhunting companies** to have a look and learn.

The key is the network, but we are young, and the network is slowly accumulating, you have no problem doing headhunting in the pharmaceutical industry, find a better headhunting company in the pharmaceutical industry to do it We can be friends, brother is optimistic about you Haha.

The Internet industry, the new energy industry, and the chip industry are all very popular industries for headhunting.

In fact, headhunters in every industry have development prospects, and the final development of headhunters is still related to their own efforts.

At present, the Internet industry is an emerging and rapidly developing industry, and the development prospects of headhunting in the Internet industry are the broadest.

IT Internet has become the most favored industry for headhunters.

On June 21, 2019, the 2nd China Headhunting Industry Development Summit 2019 and the 2019 China Headhunting Industry Ranking Conference were held in Chongqing Human Resources Service Industrial Park.

According to the data, the market size of China's headhunting industry is expected to reach about 120 billion yuan in 2019, with more than 50,000 headhunting companies and more than 400,000 headhunting consultants.

According to the 2019 China Headhunting Industry Development Report, the five industries with the highest job demand are the IT Internet industry, the financial industry, the real estate industry, the computer hardware industry and the manufacturing industry.

Among them, the IT Internet industry has become the most favored industry for headhunters with a proportion of 31%. The top six job functions with the highest demand are technology, marketing, sales, operations, products, and management.

The above content refers to the Chongqing Morning Post - 2019 China Headhunting Industry Ranking released in Chongqing, and the five industries with the highest job demand come to understand.

The career development direction of headhunters includes self-employment, being a headhunting boss, and being a headhunting partner.

How do you see the future development prospects of headhunting?

The headhunting industry is a very sunrise industry. In 1998, China had its first headhunting firm. Now China is the second largest economy in the world, and some of the world's top 500 companies and other very good companies have established portals in China. As long as there are enterprises, there is a need for talents.

The headhunting industry will become a very hot industry, and in recent years, there have been many headhunting companies IPO listings. The future development direction of headhunting must focus on mid-to-high-end talents, with a sense of mystery and luxury like "The Hunting Ground". I have a specialization in the art industry and want to make the headhunting company bigger and better.

Be sure to have a clear plan. There are two major development trends in the headhunting industry: the first development trend is to be a platform, to become a large and complete headhunting company, to gather all industries and all functions, so that a large number of talents can shine and heat on this platform.

Another development trend is to be a small and refined headhunting company focusing on subdivided industries.

That is, to focus on a certain industry, to make him fine and professional. Just like Yilie, it focuses on FMCG, pharmaceutical, manufacturing, and chemical industries, accumulates 50w+ talents in the province, and deeply serves all customers in Shandong Province.

Typically, the upward path of a headhunter is as follows:

1.In the headhunting industry, researcher to AC, then C, continue to MC or M, and then up to AD, D, each company's structure is different, the name will be different, the simple understanding is from the searcher to the assistant consultant to the consultant, up to their own consultant or management consultant, at this time will bring people, and then go up the management route with the company's management upward channel, and the next level is the identity of the headhunting partner, for example, there are different promotion channels for different positions within UDG.

2.Enter Party A, some headhunters do headhunting because they want to use headhunting as a springboard to enter Party A as HR, of course, HR generally starts from recruitment, and then it is the rising channel of HR, which will not be detailed here.

3.There are also some people who are self-conscious and want to be their own boss, and will open their own headhunting company to be the boss.

4.Those who like freedom will choose to be SOHO headhunters, that is, independent consultants.

Recommend Nanfang Xinhua, a large-scale management consulting headhunting service agency, guided by recruitment results, to provide enterprises with professional and accurate 24-hour speed headhunting services and enterprise human resource management consulting services.

Nanfang Xinhua pioneered 24-hour speedy headhunting in China, involved in 12 core industries, has 1000+ professional headhunting consultants and senior consultants, 5000+ elite talent pool, successfully served more than 40,000 enterprises, and set up service centers in Beijing, Shenzhen, Shanghai, Guangzhou, Hangzhou, Tianjin, Chengdu, Chongqing, Guangxi and other places, with business covering the whole country and some overseas regions and countries such as Malaysia, Singapore, the United States, and South Korea.

The founding team with strong management consulting genes, using the Internet, AI intelligence and digital talent system, takes Internet IT, communication electronics, intelligent manufacturing, automobile manufacturing, energy and chemical industry, medicine and medical care, finance, real estate and consumer goods and other industries and fields as the core, helping more than 40,000 well-known enterprises at home and abroad to successfully recruit tens of thousands of high-end core talents, and is committed to becoming a "leader in the field of senior headhunting services" to help enterprises quickly improve the competitiveness of core talents.

Headhunters are a common name for "senior management ** recruitment agencies". An external recruitment channel. What does the executive search industry do for organizations that search for top management talent and talent for key technical positions?

1. The headhunting company is the common name of "senior management recruitment agency", which is an organization that organizes the recruitment service of searching for senior management talents and talents for key technical positions.

2. Headhunter, which means looking for talents, is to help excellent enterprises find the talents they need, and this word is called senior talent search. "Head" refers to the concentration of wisdom and talent, and "headhunting" can also refer to hunting talents.

3. With China's reform and opening up and the influx of a large number of foreign-funded enterprises, China's headhunting industry has also sprouted and entered the stage of exploration and rapid development.

That's it for an introduction to what the headhunting industry does.

UDG Headhunting Group is a high-end headhunting technology company in China, founded in Hong Kong, China in 2009. The group adheres to the core concept of creating "talent profits" for enterprises, and focuses on the search for high-end business elites in domestic core industries. It has a number of headhunting teams focusing on subdivided fields such as MME, TAM, UDT, etc.

<>1.High-demand industries: With the intensification of market competition and the growing demand for excellent talents, the demand for the headhunting industry is also growing.

Many businesses rely on executive search firms to help them find the right senior roles and high-end talent to drive business growth and innovation.

2.Professional development: With the development of the market, the headhunting industry is also paying more and more attention to professional development.

Headhunters need to have a professional team and industry experts to understand the needs and trends of different industries to provide more accurate talent matching and recruitment solutions. This provides a broad space for the development of headhunting professionals.

3.Talent reserve and network resources: The headhunting industry has established extensive contacts and connections with talents from all walks of life, and through contact with candidates and enterprises, headhunters have accumulated a large number of talent reserves and network resources.

4.International development: With the further advancement of globalization, the demand for enterprises to find high-end talents around the world is also increasing.

The executive search industry plays an important role in international recruitment and cross-border talent mobility. Headhunters with international recruitment and cross-cultural communication skills will have broader career prospects in international development.

It should be noted that there are also certain challenges and competition in the headhunting industry, so for individuals, continuous learning and upgrading of professional skills, maintaining good relationships and actively exploring the market are the keys to obtaining better career prospects. In addition, building a good reputation and reputation is also one of the important factors for the success of the headhunting career.

Someone has been interning in a headhunting company for a while, and now I will tell you my opinion: the development of China's headhunting industry has only been about 10 years, and there are many of them and the quality is uneven. Whether the headhunting industry can develop well is closely related to whether the operation of China's market is good, in general, it is relatively chaotic, and I summarize the following characteristics of headhunting companies:

1.The turnover of people is very large. Nowadays, headhunting companies prefer to find college students who have just graduated and college students who have just come out to work, because of the low cost of employment, good headhunting companies in foreign countries generally have people with rich work experience to engage in.

Why this happens, you can refer to the insurance industry at home and abroad. I have counted the personnel changes of a company, and found more than 50 new employees in less than a year, while only about 20 people left jobs (including old employees), and only a few employees have worked in the company for more than a year.

2.Division of labor. There are only two kinds of resources for headhunting companies: 1 is the employer (customer resources) and 2 is the talent database.

In order to protect these two resources, headhunters have adopted a division of labor, with a small number of people (old employees, people trusted by the boss) responsible for contacting customer resources, and most people responsible for finding people. This leads to a phenomenon where headhunters who are responsible for finding people often do not have access to customer resources, and the work is somewhat similar to that of piece-rate workers on a factory assembly line, and the incentive mechanism is similar. And even if you are very good, it will not necessarily allow you to have customer resources, because once you have customer resources, it is easy to have the problem of changing group to private orders.

If you go and take the customer resources with you, it is undoubtedly a huge loss. Under normal circumstances, the person in charge of customer resources must be trusted by the boss, honest, and generally have business ability.

3.About internal competition. Whether the internal competition is fierce or not is closely related to the number of people in charge of a certain area and the number of customer resources.

The more people and the fewer resources, the more competition and the harder the employees. The elimination rate is also high. Of course, the boss gets a huge benefit, and the people who don't meet the standards naturally become cannon fodder.

This is also one reason for the high liquidity. Of course, the disadvantage is that it is impossible to form a stable team, in fact, the boss only needs to retain customer resources, as long as he retains some old employees. The loss of other personnel turnover is not large, and even the active creation of personnel turnover to control the growth of employment costs.

One of my immature views is that headhunting companies are becoming more and more developing in the direction of the insurance industry, and it is a disadvantage to engage in the headhunting industry if you can't grasp customer resources, which is different from sales in other industries.

I think the following types of people can be engaged in headhunting.

1 Fresh Graduate 2 People with little work experience 3 People who want to learn ** sales skills.