If you feel that you are a senior talent, may you contact a headhunter?

Of course you can, in fact, you can find Najie or China Talent Network.

Go directly to the HR department of the company you like, bring your academic qualifications and your own work, and do a business survey of the company in advance, and ask some of their questions.

A headhunting company is a professional organization that seeks high-end talents for enterprises. To put it simply: it is the person that the company can't recruit, and the headhunter can't get it!

Therefore, while recruiting independently, enterprises also find headhunters as assistance, and the two do not conflict.

Reliable headhunting company! Recommend Nanfang Xinhua, a large-scale management consulting headhunting service agency, guided by recruitment results, providing enterprises with professional and accurate 24-hour speedy 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 has helped more than 40,000 well-known domestic and foreign enterprises successfully recruit tens of thousands of high-end core talents by using the Internet, AI intelligence and digital talent system, focusing on Internet IT, communication electronics, intelligent manufacturing, automobile manufacturing, energy and chemical industry, medicine and medical care, finance, real estate and consumer goods, etc.

Because the headhunting company has a wider range of doors, and often recruits high-end talents through headhunting, these people may also be the elites of the industry who lack reputation, if you say that the human resources department may not move these people, but please ask a professional headhunting company, you can tease Kai to let these elites jump to their own company and promote the development of the company.

The human resources department is recruiting general employees, and the recruitment of management personnel needs to be recruited by Gao Oak headhunting company, and the headhunting company has a wider network of resources and more professional. Moreover, headhunting is a two-way choice, while the human resources department needs job seekers to apply.

The main reason is that finding a headhunter to help recruit people can save the cost of recruitment.

Because the use of headhunting recruitment, it can greatly improve the recruitment efficiency of ideal talents!

Reliable headhunting company! 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 is the first in China to create 24-hour speed headhunting, involving 12 core industries, with 1000+ professional headhunting consultants and senior consultants, 5000+ elite talent pool, successfully serving more than 40,000 enterprises, and setting 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 has helped more than 40,000 well-known domestic and foreign enterprises successfully recruit tens of thousands of high-end core talents by using the Internet, AI intelligence and digital talent system, focusing on Internet IT, communication electronics, intelligent cherry blossom manufacturing, automobile manufacturing, energy and chemical industry, medicine and medical care, finance, imitation real estate and consumer goods, etc., and is committed to becoming a "leader in the field of senior headhunting services" and helping enterprises quickly improve the competitiveness of core talents.

This position is very sought-after in the market. Generally speaking, senior managers in a certain industry and some technology research and development talents are in short supply of positions, this kind of people are in demand for most enterprises, and talents can not meet the gap of all enterprises, there will be a number of companies to issue offers to a talent, our company is now doing e-commerce talents and Internet talents This is the case, many candidates have several offers in their hands. This kind of shortage of talent enterprises may not be able to recruit through general channels, and can only reach such candidates through headhunting companies with relevant resources, so it is a wise choice to use headhunting recruitment.

The position is in a hurry. Many companies recruit talents often because of new business needs or new project needs, and part of it is because of vacancies, if the business is very anxious, the project is in a hurry, then this position is bound to be very anxious, at this time it is recommended to use multi-channel comprehensive recruitment, and headhunting is only one of the channels, but headhunters recommend talents faster and more accurately, so it is also a very good channel for enterprises, In this case, the service fee of headhunting and the performance of the project after the normal arrival of e-commerce talents are not a drop in the bucket, on the contrary, many companies recruit positions entirely for the purpose of reserving candidates, so in this case, you can slowly use other lower channels to recruit, and the cost performance will be higher. Shout Seena.

1: The reasons for the headhunting industry itself.

The entire domestic industry is not standardized, the professional level is low, the industry entry threshold is low, there is little difference in products and services between headhunters, and the homogeneous competition is fierce, resulting in most of the headhunting companies are in the survival stage, basically low base salary and high commission model, the source is scattered and relatively short-sighted, some consultants if they cannot issue orders for a long time, the income is too low, and they will actively or passively produce the idea of leaving, after all, HR is compared with headhunting, and it will be easier to oil.

2: Analysis from personal career development.

Headhunting is essentially a recruitment + consulting behavior, and the intersection of hail recruitment function of human resources is great, if the future development wants to turn to management, it will be more appropriate to go to a large company to do HR, because there are not many professional companies, and professionalism is more important than management, for example, in a scientific research team, the number of people will not be large, and the role of managers is more like a nurse, because everyone is an expert.

Yes, all are senior management talents. Generally speaking, it is mainly to recommend presidents, vice presidents, general managers, deputy general managers, personnel directors, personnel managers, financial managers, marketing directors, marketing managers, marketing managers, product managers, technical directors, technical managers, factory directors, production managers, senior project managers, senior engineers, postdoctoral fellows, doctors, senior talents in business administration, other senior consultants and other talents above the manager level. Education is naturally college degree or above, after all, they are all advanced, and how long is the work experience, even if you have a high education, a rookie will not necessarily want it, it depends on luck.

Enterprises will choose headhunting, must have encountered some important positions of personnel recruitment, because in the recruitment of high-paying positions, leadership positions, senior talents and other key positions, headhunting companies and enterprises will open a large time gap, after all, headhunting is specifically for enterprises to recruit difficult to recruit, high-paying positions, executive-level talents, professionals do professional things, there is a specialization.

Choose the right headhunter

It is certainly not wrong to choose a headhunting company with a good reputation, but each headhunting company has its own several industries that are more deeply cultivated and focused, and HR should try to choose a headhunting company that has successful cases in the industry where the company is located, and it would be better if there was a recommendation from peers.

HR must first understand the market, there is a saying that "you don't know the goods, the money must know the goods", this truth is well known, HR can not simply save the company's cost as the reason to choose those low-cost headhunting companies, because their work processes are often not standardized, the success rate of recruitment is very low, it is likely to be a waste of time. Although the fees of professional headhunting companies are high, they are better in good service, talent quality, and recommended talent ability can really bring performance benefits to the company.

Know yourself and your opponent

When the company and the headhunting consultant dock, while deeply understanding the recruitment needs, we must clearly inform the headhunting consultant that the attraction point of the recruited position for high-end talents is **, what is the development prospect of your company? And the more detailed the team size, the working environment, the corporate culture, etc., the better, not to tell unreservedly, but HR to disclose the information to the headhunter as soon as possible, if the information is inconvenient to disclose, but also to explain the reason. This can help headhunting consultants to do a good job of "target talent portrait", but also to make headhunters better help talents to deeply understand the development of the position and the prospect and importance, some companies feel that docking headhunting is more thief-proof headhunting, resulting in the recommended candidates are basically not satisfied, is a lose-lose.

Timely feedback

Losing the recruitment demand to headhunters does not mean that the HR of the enterprise can sit and sit back and wait for the employees to join.

After the headhunter recommends the candidate's plan, after the interview, HR needs to give feedback to the headhunter in a timely manner, whether it is good or bad, let the headhunter speed up the progress and then visit and recommend, if the interview can, give the headhunter feedback on whether to enter the next stage.

In short, feedback should be timely and cooperate with each other in order to recruit the best talents in the shortest time, because good talents may also be locked by other headhunting companies, and it is not necessary to contact other companies.

HR with smooth communication, timely feedback, and attention to the value of headhunting is a good customer in the eyes of headhunters, and headhunters will better serve enterprises.