What is the workflow of a headhunter? Don t go in if you don t understand

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 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 process of providing services for enterprises is as follows:1. Recruitment demand analysis2. Develop a recruitment plan3. Talent search4. Recommended interview5. Offer salary6. Background check7. Entry guarantee8. Follow-up serviceThe 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.

The work of headhunting is quite extensive, mainly for the high-end management talent needs of the enterprise, and the standard workflow is: free consultation - customer interview - search for talents - selection of talents - test and evaluation - determine candidates - enterprise interview - qualified post - mid-term service - use qualified - project completion.

The main work is focused on the search and selection of talents, and it is also necessary to ensure that the selected talents are qualified in the client's company and that there will be no resignation and dismissal for a period of time.

I heard that it was through various channels to collect the private ** (not excluding gold transactions) of major companies, and then beat **, crazy publicity, and then dug it up.

How can this kind of question come here for consultation? Arrive.

Look for yourself, it's clear.

I didn't understand but came in and wanted to know the answer.

A headhunting company is a professional organization that seeks high-end talents for enterprises.

1. Recruitment demand analysis

2. Develop a recruitment plan

3. Talent search

4. Recommended interview

5. Offer salary

6. Background check

7. Entry guarantee

8. Follow-up service

Reliable headhunting company! Recommend Nanfang Xinhua, a large-scale management consulting headhunting service agency, guided by recruitment results, to provide enterprises with accurate 24-hour fast 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 high-end core talents and promote tens of thousands of high-end core talents by using the Internet, Senyuan AI intelligent 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.

The specific process of headhunting is as follows:

Step 1: Analyze and evaluate the needs of Soho customers.

Have a thorough understanding of the customer's corporate culture, history, products and management style, fully and effectively communicate with the customer, and work with the customer to analyze the vacant position, summarize the responsibilities, qualifications and corresponding salary level of the position.

The second step is to develop and implement a hunting plan.

According to the headhunter's understanding of the customer's industry, combined with the specific requirements of the position, a detailed search plan is formulated for each vacant position. Based on the search plan, each potential candidate is approached with specialized skills using a talent database and a network of relevant organizations and individuals in various industries.

Step 3: Screening candidates.

Analyze and filter all the information of the candidates, including the candidate's job status, communication skills, turnover likelihood and motivation, salary level, etc. Candidates who meet the requirements are shortlisted and interviews are arranged.

Step 4: Interview and evaluate candidates.

Candidates are interviewed according to the evaluation indicators specially prepared for this position, mainly evaluating the candidate's personality, management ability, professional knowledge and skills, work achievements, strengths and weaknesses, reasons for leaving, etc. On the basis of the assessment, an evaluation report is written and a comprehensive evaluation of the candidate is conducted.

Step five, recommend candidates and schedule an interview.

Provide comprehensive information of the evaluated candidates to the enterprise, arrange interviews with the candidates and customers according to the requirements of the enterprise, and assist both parties to effectively communicate on the specific employment conditions.

Step 6: Consultation and follow-up services.

Provide personnel consultation and assistance on resignation to the hired candidates, maintain uninterrupted contact with customers, assist both parties to solve the difficulties and obstacles that may be encountered during the probationary period, and ensure the success of the candidate's probation, both parties are very satisfied. The headhunter's guarantee period for the enterprise is generally three months, if within three months, the hired candidate resigns or the company is not satisfied, the headhunter should look for a new candidate for the company.

Basil headhunters are also engaged in the headhunting industry, but focus on the construction industry, the headhunting industry is like this, either the position is large and complete, or it is small and fine, and the headhunting in the vertical segment field has obvious advantages.

The main job of headhunting is to help corporate customers recruit high-end talents and achieve the optimal allocation of human resources.

"Headhunting" is called headhunting in English, which is a very popular way of talent recruitment in foreign countries, and Hong Kong and Taiwan translate it as "headhunting", so after the introduction of the mainland, we also call it headhunting, which means "recruiting senior talents".

The recruitment of senior talents is also known as headhunting service or talent search service. Specialized in middle and senior talent agencies, often referred to as headhunting companies.

1. Responsible for customer information analysis in the target industry and research customer needs;

2. Responsible for market development, establish entrusted recruitment agreements with customers, and maintain good customer relations;

3. Collect and analyze the details of recruitment needs from the client and implement effective recruitment actions;

4. Confirm the required abilities and qualifications of the position from the client's recruitment needs, analyze the market and establish the direction and goal of the search;

6. Accurately convey the recruitment needs of customers, conduct interviews and evaluations for candidates, and identify suitable candidates through effective matching;

7. Carry out salary coordination and negotiation of candidates.

8. Tracking service for all projects that have been successfully completed, the main purpose of the later tracking service is to make the recommended candidates better integrate into the enterprise on the one hand, and on the other hand, it is also hoped that through this communication with the insiders of the enterprise, we can better understand the company, so that the follow-up recommendation of other positions is more in place.

The biggest feature of headhunting consultants in the business process is the consulting role.

1. Deeply understand the real needs of enterprises, and be able to give reasonable suggestions according to the characteristics of the industry, enterprises and positions.

2. Have an in-depth understanding of the candidates, accurately grasp their characteristics, and give them some career planning suggestions if necessary. Put the right fit in the right place.

3. Integration of enterprises and candidates. Suitability is the last word.

There are generally 3 types of talents to become a headhunting consultant:

First, there are many examples of HR consultants in the market, who have worked in sales and marketing, human resource management, business management, consulting consulting, public relations and customer service, recruitment, etc., and have transformed into career consultants.

Second, he has been engaged in headhunting services in the headhunting industry for many years, providing career guidance and conversion for professional managers.

Third, after job training and professional training, to achieve the ability to provide services for professional managers, they are often in a certain industry to work more deeply, the industry is very understanding, the network is also more extensive.

If you belong to one of these 3 types of people, it will be easier to get started as a headhunter.

Of course, due to the particularity of the headhunting business, the individual's own conditions are also an important factor.

Also my previous confusion. I relied on a headhunting company called Baiqing, which specializes in the recommendation of the photovoltaic industry, to successfully apply for a job. Suntech, which is now making cells, has been doing low-power inverter research and development for 4 years, and we are still recruiting.

Hope to solve your problem.

You can add their company's QQ.

The service operation of each headhunter is a little different, but it is generally the following process:

The following is the service process of the top three Emerson executive search companies in the industry in 2016.

The business places an order. At any time, the enterprise gets in touch with Emerson, and the customer service specialist records the employment needs of the enterprise customer and imports it into the system;

Advisor docking. Within 1 hour of the enterprise placing an order, the senior consultant will connect with the enterprise with the job description, recruitment plan, project time and guarantee, etc.;

Evaluate the scenario. Scientifically analyze the customer's region, industry, customer recruitment position, corporate culture, and formulate talent search plan;

Hunt fast. Sketch the portrait of talents, select and filter through databases, network networks, and 360 hunting of specialized skills;

Ongoing service. Emerson consultants provide free follow-up support to ensure that the candidate continues to serve the company.

Generally speaking, there are six main steps in the more complete headhunting workflow, although I have not worked in the headhunting network for too long, but I have also learned a lot about this problem, I hope my answer can help you.

Step 1: Analyze and evaluate customer needs.

In order to have a thorough understanding of the client's corporate culture, history, products and management style, headhunters should fully and effectively communicate with the client, and analyze the vacant position together with the client, and summarize the responsibilities, qualifications and corresponding salary level of the position.

Step 2: Develop and implement a search plan.

According to the headhunter's deep understanding of the client's industry, combined with the specific requirements of the position, formulate a detailed search plan for each vacant position, and use the headhunter's huge candidate database, network relationship with relevant institutions and people in various industries, and contact each potential candidate with special skills.

Step 3: Screening candidates.

Analyze and filter all the information of the candidates, including the candidate's job status, communication skills, the possibility and motivation of leaving, the salary level, etc., screen out the candidates who basically meet the requirements, and arrange interviews.

Step 4: Interview and evaluate candidates.

Candidates are interviewed according to the evaluation indicators specially prepared for this position, mainly evaluating the candidate's personality, management ability, professional knowledge and skills, work achievements, strengths and weaknesses, reasons for resignation, etc., and comprehensively evaluating the candidate.

Step five, recommend candidates and schedule an interview.

Provide comprehensive information of the evaluated candidates to the client, arrange interviews with the candidates according to the client's requirements, and assist both parties to effectively communicate on the specific employment conditions.

Step 6: Consultation and follow-up services.

Provide personnel consultation and assistance to the hired candidates on resignation, maintain uninterrupted contact with the client, assist both parties to solve the difficulties and obstacles that may be encountered during the probationary period, and ensure that the candidate's probation is successful, so that both parties feel very satisfied.

First of all, there must be customer needs, and then according to specific requirements, contact potential candidates, conduct interviews and evaluations, and then recommend suitable talents to the company, after the enterprise interview is admitted, the internal company charges headhunting fees.

My first job was a headhunter, but after learning about it, I decided not to do it, because if it wasn't a regular large company, headhunters would basically be coaxed and cheated. It's not that there is a problem in the headhunting industry, but that domestic headhunting is still immature and a bit deformed. Therefore, the treatment of employees is unstable and the pressure is extraordinarily high, so if the company is not well-known, I personally recommend that you choose other positions.

Step 1: Analyze and evaluate the customer's requirements, and communicate with the customer about the job requirements, responsibilities and salary.

Step 2: Develop a plan. Use a variety of channels to find and communicate with candidates.

Step 3: Interview and screen candidates.

Step 4: Recommend candidates, and the company arranges the initial and re-examination.

Step 5: The company gives an offer (entry letter) to a satisfactory candidateStep 6: Background check on the candidate.

Step 7: Consult the follow-up service. (The warranty period is three months to six months, and the free replacement for early resignation) We are a listed company, and we are using Qiankun to hunt.