Do headhunters charge individual job seekers?

Headhunting companies are to provide high-end talent recruitment services for enterprises, only charge service fees for enterprises, help candidates choose a better and larger platform and development space, and do not charge personal fees, if you encounter headhunting companies that charge personal fees, be vigilant! Don't ** the road!

How do headhunters charge? The company entrusts the position that needs to be recruited to the headhunting company for recruitment, and the headhunting company needs to charge a certain headhunting service commission according to the position, and the charging standard mainly depends on the three aspects of rate, payment method and guarantee period.

Rates

Foreign headhunting companies are more than 30 years earlier than those in China, so there are now many foreign-funded or Sino-foreign joint venture headhunting companies in China, and the rate of such companies is generally about 30%-35%.

The general rate of domestic headhunting companies is about 20%-30%, which is determined according to the difficulty of recruiting positions, scarcity, job level and salary.

Payment Methods

There are three types of fees charged by headhunters:

a. Advance payment charges:

After reaching a cooperation agreement, the company will pay an advance payment ranging from 10,000 to 30,000 yuan, which can be used for subsequent job recruitment expenses, and the rest of the costs will be charged at one time after the job recruitment is hired. (Prepayment customers will generally be more actively recommended by headhunting partners, with a higher success rate and a shorter cycle).

b. Pay according to the result:

Generally, no advance payment is charged, and the first fee is paid for job recruitment, which is generally 50%-80% of the total cost, and the candidate pays the balance after passing the insurance.

c. Pay by process:

Recommend resumes, determine that 25% will be paid before the interview, 25% will be paid for candidates who pass the interview, 25% will be paid for entry, and 25% will be paid after the guarantee period, and the specific proportion can be determined through negotiation.

After-sales service: service guarantee period

There is generally a guarantee period of 1-3 months after the candidate is hired, and some extremely high-end positions can be guaranteed for up to 6 months if necessary. If the candidate leaves the company on guarantee, the headhunting company can replace the candidate for free once, and the headhunting service of the position will end after the guarantee period is over.

It should be emphasized here that the guarantee period is not equal to the candidate's probationary period, but the service guarantee of the headhunter to the corporate customer, which can also be understood as the revocable period of the customer's probation.

Headhunters are very different from simple intermediary companies, headhunters do not charge individuals, intermediary companies who need to charge whom, individuals who want to find a job will charge individuals, and enterprises will charge enterprises when they find people. The level of doing is relatively low, the headhunting company is to charge the enterprise, if the individual is charged, it is definitely not a headhunting, but an intermediary. Headhunters need to provide consulting services for talent evaluation, investigation, and communication assistance, and intermediary companies are often very simple matchmaking; Headhunters charge a lot of money, while intermediary services tend to be low; Headhunters are mainly active in looking for talents, and intermediaries are more likely to match existing resources.

No personal charges! No personal charges! No personal charges! The important thing is said three times, and the one who charges is called a talent agency.

1. The fixed cost includes the cost of the whole process of the headhunting company's analysis of the needs of the enterprise and the recruitment position, candidate screening, and interview arrangement. This part of the cost is usually related to the professionalism of the headhunter, the level of service, and the market**. Different headhunters may calculate fees in different ways, and generally the size of the fees is determined according to the level and difficulty of the position being recruited.

2. The success fee is the fee paid by the enterprise after the final successful recruitment of talents in the recruitment process, also known as the commission. This part of the cost is often in the form of a percentage of the candidate's annual salary, generally between 20% and 30%. The specific percentage of the fee will be adjusted according to factors such as the complexity of the recruitment conditions, the candidate's ability and the market**.

There are many professional headhunting companies, but enterprises still need to choose powerful headhunting companies to ensure recruitment speed and efficiency. It depends on the talent pool reserve of the headhunting company, as well as the comprehensive strength of the industry customer cooperation. As one of the earliest companies involved in the field of recruitment information services, the recruitment business of senior talent entrustment is also known as headhunting service or talent search service.

Specialized in middle and senior talent agencies, often referred to as headhunting companies. Nanfang Xinhua, one of the first batch of well-known headhunters in China, provides large-scale management consulting headhunting services, with 24-hour rapid recruitment as the core, and professionally provides human resource management consulting services.

3. As an additional reminder, in addition to the fixed fees and success fees, there are some headhunters who may offer additional services, such as background checks, candidate attention tracking, salary negotiations, etc. These add-ons may have an impact on fees, but can also provide businesses with more comprehensive recruitment support.

Headhunters charge fees, and the service is better, pre-employment training, counterpart positions, high salaries and benefits, legal counsel, etc., and some of the fees are very high, because it involves complex contracts such as overseas companies and equity.

Headhunters always charge fees, and those who say they don't charge are some small intermediaries, and these small intermediaries have no real skills, so they don't charge fees, and actually deduct your salary from the company.

Free is always the most expensive cost, you need to know this, those who are greedy for cheap are those who have no income. You can find it yourself, and pay for it when you find a headhunter, don't be so unprofitable, so that people can't afford to pay for services.

Headhunters generally charge fees from employers. However, some small companies will also charge candidates a fee in order to increase their profits. In either case, it will be explained in advance, and the matter of charging fees will not be mentioned after the completion of the work.

If you charge for individuals, you must be optimistic about how to charge. Normally, personal fees will not be charged until you join a new company and spend a probationary period. As for the charges for enterprises, it involves the cooperation between the two companies, so many details need to be communicated by both parties.

Hope it helps.

A headhunter is very different from a simple agency. Headhunters do not charge individuals, intermediary companies who need to charge whom, individuals who want to find a job will charge individuals, enterprises will charge enterprises when they find people, and the level of doing is relatively low; A headhunter is charging a fee. If you charge an individual, it is certainly not a headhunter, but an intermediary.

Headhunters are a common name for "senior management ** recruitment agencies". An external recruitment channel. An organization that recruits for organizations looking for top management and key technical positions.

The recruiting organization pays the corresponding commission required to search for and refer candidates. The advantage is that it can provide professional and targeted services, with high confidentiality and time saving; The downside is that there may be a tendency to ultimately convince the organization to hire a candidate, rather than finding a suitable person for the position the organization is looking for.

If you want to know more about headhunting companies, we recommend choosing Yunce Headhunter. Yunce headhunting provides customers with free consulting services for professional headhunting consultants throughout the process. According to the direction of the customer's search to give a specific search plan, within 24 hours to quickly open the search, according to the existing resume library and enterprise requirements, quickly match the corresponding talents, the candidates who enter the search list through the interview to fully evaluate their matching degree with the position.

After the three parties reach an agreement and the background adjustment is successful, they can be hired to fully ensure the interests between the enterprise and employees, and the professionalism is trustworthy. [Click to consult a headhunting recruitment consultant].

Do headhunters charge individuals? I think the headhunting company should not charge the individual, she will only charge the company, because the company wants to dig this person over, so it will find the headhunting company to come, I think the headhunting company should not charge the individual, he will only charge the company, because the company wants to dig this person, so it will find the headhunter to come.

Headhunters generally sign contracts with recruiters, that is, some large corporate companies, and charge them some service fees, which will not be charged to individuals, unless you personally want to find them to recommend jobs, and may charge if the recommendation is successful.

Headhunters will not charge individuals, unless you come to the headhunter to help you recommend a job, if he finds that you are a talent and wants to poach you to other companies, you do not need to pay.

Headhunters generally recruit talents for units or companies! They don't charge individuals! Receive a commission from the company you serve!

Headhunters must charge individuals for a fee, because they charge a commission for introducing you to a job.

The headhunter must charge the individual, because he supports the entire company by collecting personal fees.

Headhunters generally do not charge individuals, headhunters help employers find the employees they need, and then headhunters charge from employers.

Headhunters do not charge for individuals, but only for large companies!

Headhunters choose better talents, and of course they will not charge individuals.

The service fee is based on the company's recruitmentAnnual salaryof about 20%-30% is charged.

Executive search firms. Fees are only charged for businesses, not for job seekers. There are three main charging methods for headhunting companies, one is to charge according to the process, the second is to charge according to the result, and the third is to charge for packaging.

Among them, pay-as-you-go is currently the most mainstream charging method for headhunters in China, accounting for more than 99% of the market. This fee model will charge a certain amount of advance after signing the contract with the company, which is also to ensure the authenticity of the position. The advance payment generally ranges from 5,000 to 10,000.

Headhunters do not charge individuals for fees.

If you are interested in the position recommended by headhunters, you can give your resume to headhunters, and headhunters will be responsible for packaging resumes and recommendations, and do not have to take the initiative to contact the company.

Professional headhunters will ensure that your personal information is private and will not affect your current work.

Being taken by a headhunter must not be a bad thing.

But being blacklisted by headhunters is a bad thing.

In recent years, the headhunting industry has developed rapidly in the domestic market, and the term headhunting is no longer unfamiliar to most people. But except for some professional HR, most people don't know how headhunters charge. In order to answer everyone's confusion, Yilie headhunters have specially integrated the following introduction.

Headhunter fees

1. Charge according to the process

According to the current market analysis, the fees of headhunting companies are still relatively chaotic, mainly because many small and medium-sized headhunting companies participate in it, which disrupts the charging standards of the entire headhunting industry, but for more formal large headhunting companies, there is still a set of appropriate charging standards. Generally speaking, it is equivalent to about 20% to 30% of the annual salary of the recommended successful talent, and foreign or large headhunting companies will be slightly higher, and the fee standard is generally between 25% and 30%.

2. Charge according to the results

At present, most of China's headhunting companies adopt this model, mainly prepayment + main payment + final payment. That is, first sign a headhunting contract, then collect a certain amount of advance payment from the company, and then find people, interview, and join. After joining the company, a certain percentage of the payment will be paid, and the balance will be settled after the probationary period is selected.

3. Pay according to the package**

This kind of model, mainly faced, some customers recruit more candidates, or have long-term recruitment needs, so set up a package **, give customers a certain amount of discounts, if there are only a few positions, it is impossible to sign a packaging contract. For example, how many corporate talents do customers want to recruit in batches, then they generally do not charge according to the annual salary of the candidates, but negotiate according to the batch packaging of one order, and separate the cost of each candidate through conversion.

Many companies may feel that the fees charged by headhunters are too expensive, but from the perspective of enterprise labor costs, the cost of headhunters' service recruitment is not necessarily higher than the traditional recruitment cost, or even lower. In addition to the direct costs required for advertising, the traditional recruitment of enterprises also costs the personnel costs and office expenses spent on the collection, screening, and interviewing of a large number of candidates, and the combined costs of the two may often be higher than the costs of headhunting companies.

According to the international general regulations, headhunters who successfully entrust clients to pay 1 3 of the annual salary of the first year as a commission. Regular headhunters do not charge any fees to individuals.

The headhunting industry is more about emphasizing value, and professional headhunting companies will strive to improve these values, and the quality of a headhunting company should be measured by how their business has developed in the past few years, as well as the evaluation of customers.

Basically, it charges 10-20% of the annual salary, for example, the chair network charges 10%-20% service fee, which is quite reliable.

Headhunters don't charge individuals, and headhunters are very different from simple intermediaries.

The intermediary company needs to charge whom, the individual will charge the individual if he wants to find a job, and the enterprise will charge the enterprise when he finds someone, and the level of doing it is relatively low; A headhunter is charging a fee.

If you charge an individual, it is certainly not a headhunter, but an intermediary.

Detailed explanation of headhunting.

The word headhunter is a foreign word, originally meaning a person who cuts off the enemy's head as a trophy of war, and here it means a person who is looking for talent.

"Headhunting" refers to the search for talents, that is, the discovery, tracking, evaluation and selection of senior talents.

A headhunting company is an intermediary organization that relies on hunting all kinds of high-level talents needed by the society to survive and make profits. Unlike talent exchange centers, headhunters take covert hunting.

The active competition method of rapid attack hunts senior talents for customers who need senior talents, and the company's talent market cannot get senior talents. The prey of headhunters is senior management talents.

Generally speaking, it is mainly recommended to promote presidents, vice presidents, general managers, deputy general managers, personnel directors, personnel managers, financial managers, marketing directors, marketing managers, marketing managers, and product managers.

Technical director, technical manager, factory director, production manager, senior project manager, senior engineer, postdoctoral, doctoral, senior talent in business administration, other senior consultants and other talents above the manager level, etc.

The services of the Talent Exchange Center are "blue-collar" talents, basic talents, and micro-regional talents; The former is what the customer wants, and the latter is sitting and waiting, choosing what to come. <>