What is the difference between headhunting and RPO, and are domestic RPO companies mature?

RPO Recruitment Process Package:

One. Process class.

The whole process of the recruitment module is outsourced, from the early publicity, appointments, interviews to the later process. Mainly do this type of company such as: ChinaHR.

Two. onsite+outsite form.

Onsite dispatches to customers, connects with customers face to face, and provides full-process services for recruitment, and many people feel that Onsite does not have a strong sense of belonging.

This type of enterprise includes: Cree, MP, Hudson, etc.

Three. outsite form.

At present, the market share of this type of enterprise is gradually increasing, and it is generally in the form adopted by companies that start with headhunting business. This model is biased towards small headhunting, which subdivides the whole process of headhunting and divides it into different product blocks for sale.

This type of enterprise includes: RPO, Liepin, CSDN, etc.

Headhunter: One. High-end headhunting company.

This type of company mainly does pure high-end positions, with an annual salary of at least 100W+, and most of the positions involved are CEO, COO, CFO, etc.

This type of enterprise is such as: KF, Heidrick & Struggle, etc.

Two. Foreign headhunters.

This type of company does high-end positions.

This type of enterprise is: HAYS, Hudson, etc.

Three. Down-to-earth and large-scale.

This type of enterprise is such as: MP, Cree, Dahan, etc.

Recruitment Process Outsourcing (RPO) service is a way of human resource outsourcing (HRO), in this kind of service, the enterprise outsources the entire process of internal recruitment, the so-called whole process refers to all links from determining the job description, to analyzing the employment concept, job requirements, communicating with the head of the employing department, screening resumes, talent evaluation, interviews to employment notices, and finally the registration of candidates. In other words, RPO can provide a one-stop service from end to end. Recruitment Process Outsourcing (RPO) refers to an integrated process in which an enterprise outsources the entire recruitment process to an external agency, which involves all aspects from manpower discovery to final recruitment and recruitment.

To put it simply, RPO is to define a recruitment process and hand over this recruitment process to an external company, of course, the company must have the appropriate qualifications and experience, and follow this recruitment process to recruit the required talents for the entrusted company.

Relatively speaking, the business of traditional headhunting is part of the recruitment process, which is mainly started when the company issues a recruitment demand and ends after the stable period of the candidate's registration. In addition, there is a difference between the target candidates of headhunters and RPOs, and the positions and salaries of headhunters are relatively high, and the number of recruits is generally less than that of RPO. At present, the domestic RPO is still in the initial stage of development, and some companies with relatively mature business include Ruisfonda, Kennekosa, Emerson, etc

The RPO of the executive search industry is:Recruitment process outsourcing(RPO) refers to an enterprise that entrusts the entire recruitment process to an external agency to complete, which involves all aspects from manpower discovery to final recruitment and recruitment, and is an integrated process.

Advantages of the RPO model for enterprises:

1. Reduce recruitment costs, RPO positions are usually charged according to capitation.

2. The whole process is operated by headhunters, which reduces HR workload and improves efficiency.

Advantages of RPO position for headhunters:

1. The position is simple and easy to operate, easy to use.

2. The enterprise feedback is fast, and the order is fast.

Recruitment process outsourcing can improve the quality of recruitment, shorten the time it takes to fill vacancies, improve the entire administrative process, manage the reporting of core business metrics, and cut overall costs, and many companies are turning to RPOs for their recruitment tasks. Significant cost cuts and improved recruitment quality can improve the effectiveness and efficiency of the recruitment process. RPO is when a company outsources all or part of its recruitment needs to a professional firm.

This type of professional services firm functions as an in-house recruiting department that is responsible for providing clients with the necessary skills, tools, and techniques.

Scope of Services. 1. Enterprises with a large number of job requirements in a fixed cycle.

2. Build a new project team and recruit enterprises with high pressure.

3. The hiring supervisor's expectations of the candidate are inconsistent with the actual situation, resulting in difficult recruitment.

4. Need to open a new factory or operation center in another city, but have their own talent reserves.

or limited recruitment channels, internal recruitment.

Departments are simply rotten and overly stressed.

5. Enterprises that need to optimize their internal interview and assessment processes.

6. Need to be in second- and third-tier cities.

Recruitment, but the ability of candidates in second- and third-tier cities is uneven in all aspects, and it is difficult to select enterprises.

7. Headhunting companies.

Candidate search productivity.

Businesses that can't meet current needs.

8. Enterprises that are not large in scale and have no plans to set up internal recruitment departments for the time being.

What is RPO and what is the difference between RPO and headhunting?

The headhunting companies in the freshman year have RPO business, because professional headhunters may not be able to accept the cost, so they can take RPO, but if you take the RPO model, the premise is that the number of positions you need is relatively large, and most of the positions recruited must be middle management!

A reliable headhunting company for RPO in China! 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. The advantages of headhunter recruitment are:

The fastest and most effective way to recruit high-end talents is to find headhunters to cooperate! Professionals do professional things!

Nanfang Xinhua is the first in China to create a 24-hour executive hunting, 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 Hankai grinding countries.

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.

Many people think that headhunters should be "headhunters", and what they are looking for should be important positions in the company, but at present, more and more companies are outsourcing recruitment to professional headhunting companies, so as to save labor costs. Outsourcing includes RPO (Recruitment Process Outsourcing) recruitment.

Many people have the impression that RPO positions are sales and insurance positions, but for many large enterprises, the RPO model is also very common. The needs of large enterprises and families are also great.

Doing RPO, that is, batch recruitment, since the volume, it must not be a very high-end position, and the comprehensive quality of the candidate group you face every day must not be very high. But it's relatively easy to make an order, and if you do it at first, you won't feel so much frustration.

Headhunters are just the opposite, relatively speaking, headhunters have higher salaries, especially in real estate, finance, Internet and other industries, the salary is higher than that of traditional industries, and the requirements for candidates will be higher. In this way, the comprehensive quality of the candidates you contact is relatively high, especially when you meet high-level candidates, you will talk more, you will naturally be able to learn and absorb more things, and your sense of professionalism may be rapidly enhanced. Then if you are demanding of yourself, you will also force yourself to learn as much as possible about industry information and dynamics, so that you can accumulate more things in a short period of time.

However, it is not always easy to make an order, although the amount of the order is relatively large.

In addition, from the perspective of the charging model, the difference between RPO and headhunting is relatively large, generally a headhunting position will be given to multiple headhunters, and then paid according to the results. A batch of positions is generally only given to one RPO company, and mature RPO companies need customers to provide a certain percentage of upfront payment to ensure the investment of resources to have good results.

In addition to foreign representatives of AMS and Futurestep, domestic representatives of mature RPO companies in China include Cree, Zeqi and so on.

The differences are as follows:

1. The nature of the origin is not the same:

RPO called:

Recruitment Process Outsourcing BAI, Primary.

DU is the outsourcing of daily personnel recruitment work to reduce the work pressure and workload of human affairs, that is, to provide suitable talents for the enterprise.

Headhunting is an organization that outsources talents for high-end positions in the company and recruits talents for the organization to search for senior management talents and talents for key technical positions.

Second, it is different in all aspects:

Headhunting is mainly to provide enterprises with suitable talents, supplemented by other services such as interview assistance, intermediary communication, background investigation, etc.

RPO is all-inclusive, including recruitment, interviews, salary, training, onboarding, etc., until the candidate is on track.

Third, the number of positions is different:

Headhunting positions are relatively high in terms of positions and salaries, and the number of recruits is small.

There are more RPO positions than headhunters.

The difference is:

One, the process is different.

1.Traditional headhunters are responsible for a part of the recruitment process, that is, to find the corresponding talents according to the needs of the hired company;

2.RPO is a way for companies to recruit, and RPO is responsible for a complete series of recruitment processes.

Second, the purpose is different.

1.Traditional headhunters recruit fewer and better talents to meet the company's demand for high-end talents for certain positions.

2.RPO focuses on the company's large-scale recruitment needs in a long recruitment cycle to provide customized solutions, to provide companies with complete recruitment services, to provide a large number of talents.

Third, the responsibilities are different.

1.Traditional headhunters need to conduct a comprehensive analysis of the client's recruitment requirements and the talents recruited, and the importance of soft indicators is stronger than that of hard indicators. Headhunters should not only look at the manager's past performance, but also examine his future development potential.

2.RPO is responsible for providing a large number of talents for basic employment, as long as they meet the general recruitment requirements.

Fourth, the service focus is different.

1.Traditional headhunters focus on finding and recruiting individual talent, with a focus on results.

Focus on the delivery of the recruitment process, as well as the recruitment service itself, focusing on the method.

In order to explain the difference between headhunting and RPO more clearly, let's break down these two concepts with the same standard - headhunting is divided into mid-to-high-end headhunting and low-end headhunting; RPO is also divided into mid-to-high-end RPO and low-end RPO. The difference between the so-called headhunting and RPO is actually mainly the difference between mid-to-high-end headhunting and mid-to-high-end RPO.

Medium and high-end headhunters have been introduced from abroad for 25 years, because the service content is very single and has been extremely standardized, mainly for the talent search for external management positions, and the so-called "consulting" part is very limited because of the lack of understanding of the internal changes of the enterprise. Enterprises choose the best business, or the foreign headquarters directly make the decision, such as K F, Heidrick, egon; Either follow a headhunter, such as Hudson, Bole, PartnerOne, etc.

Mid-to-high-end RPO has only been in China for 12 years as an "imported product", mainly in response to the sharp increase in recruitment volume of business departments, and is a strong supplement to the company's internal recruitment team, covering a wide range of services, from talent search to market research, from project management to efficiency analysis, and ultimately responsible for the project results. Because of its relative customization and high threshold, there are not too many mid-to-high-end RPO dealers, among which foreign-funded companies only undertake large projects, such as AMS and CIELO; Some local companies are more flexible, such as Career Int'l, talent tree, etc.

Low-end headhunting and low-end RPO are actually the same thing, mainly focusing on the more difficult positions in non-management recruitment, even if it is multiple positions, they are actually working in headhunting mode, not to mention any project management and responsibility for the final result. In the process of expanding to the low-end, many mid-end headhunting companies in the market claim to be doing RPO, or doing labor dispatch and blue-collar recruitment.

The difference between RPO and headhunter complex, system.

Generally speaking, RPO is called recruitment BAI process outsourcing, and some people also call recruitment or personnel outsourcing DAO, mainly for the daily recruitment of personnel outsourcing, sales representatives, clerks, personnel, customer service, logistics and other positions, to reduce the pressure and workload of personnel. What kind of workSuch a company is in such a form.

Headhunting refers to the outsourcing of talents in high-end positions of the company, generally directors and above, or high-end engineers and other relatively high-end positions that the company needs a relatively small number of people. LiepinSuch a company is in such a form.

I'm talking in layman's terms, and I hope it can help you in a way that's easier to understand