How a headhunter works, what does a headhunter do

I don't know if you are the best group enterprise, if it is a coastal area or Beijing, it is recommended not to operate easily: although the domestic headhunting companies are not very saturated compared to foreign countries, but the number is not small, these headhunting companies have developed very early, such as Tailai, Haozhu, etc., started early, accumulated more, and have rich industry experience, in addition to some small headhunting companies that have just started, the development is not very formal, and it also disrupts the market, and there are many medium-sized headhunting companies like our company. Whether it is with large-scale reserves and professionalism or with small headhunters, or with medium-sized headhunters to compete for the market, it is not very easy, so if you do not have your own talent reserve or talent, and do not have enough funds to buy resume information, it is recommended not to act rashly.

As for the market in the northern inland area, the market itself is not large, and the human resource awareness of enterprises is also very backward, so it may be difficult to do it quickly. Of course, if you can carefully analyze the market and your own situation, find your strengths and do a detailed market. I wish you every success!

Generally, the operation of group enterprises is unsuccessful, and the headhunters lose money and catch up with people.

Headhunting requires a certain amount of accumulation, flexible operation, and Zhaopin's recruitment will give up headhunting after it becomes bigger.

1. Recruitment demand analysis

The customer provides as detailed recruitment information as possible, and the headhunter PM needs to communicate with the customer in depth to understand the customer's corporate culture, company background, business status, management style, working environment, products and services, etc.;

Discuss and analyze job responsibilities, ability requirements, market status, salary composition and other job issues with customers to accurately profile talents and develop talent mapping (determine the distribution and scarcity of target candidates).

2. Develop a recruitment plan

Headhunters according to the first step of talent portrait and mapping, combined with their own industry experience, for the recruitment of recruitment plans for the recruitment of many headhunting companies have their own talent pool, such as Nanfang Xinhua has an elite talent pool of 50 million, channels and contacts in various industries, to contact every possible candidate.

3. Talent search

1. Screening: Headhunters should check the information of the candidates they come into contact with in detail, including their educational background, background, job search intentions, expected salary, past experience, ability and skills, stability, etc., and first screen out the candidates who basically meet the requirements.

2. Interview communication: screen out a group of candidates who best meet the needs of the client and conduct preliminary interview communication;

4. Recommended interview

After the initial communication with the candidate, write a recommendation report to the customer, wait for the customer's feedback, recommend the interview and assist the candidate to do a good job of interview coaching, follow up the interview process, and ensure that the two parties can communicate effectively.

5. Offer salary

When the client is satisfied with the candidate and the offer is issued, assist the client in salary negotiation with the candidate.

6. Background check

Assist enterprises to conduct background checks on hired candidates, including identity information, educational information, work experience, project experience authenticity, professional ethics and other relevant information to ensure the authenticity of candidates.

7. Entry guarantee

After the candidate is successfully hired, there is a 1-3 month talent service guarantee period, and if the candidate is not suitable or the customer is not satisfied with the job requirements during the tracking service period, the headhunter will also replace a candidate for the customer during the guarantee period.

Headhunting company service process.

8. Follow-up service

After the candidate joins the company, there is a 6-month follow-up service period, and we will maintain communication with the candidate, understand his work status through psychological testing tools and assist in EAP psychological counseling.

The above is an example of Nanfang Xinhua to give you a detailed introduction to the 8 major service processes of headhunting companies.

In China, at least more than 90% of people do not know what headhunting is, and at least 90% of the 10% of people who know what headhunting is do not know how headhunting companies charge.

Executive search firms. As a foreign industry, with the expansion of China's economic scale, it is more and more recognized by Chinese companies, and a large number of companies often entrust headhunters to provide recruitment services when they have employment needs. China's economic expansion and the reduction of employees brought about by aging, significantly increase the difficulty of recruitment for employers, when relying on traditional recruitment channels can not meet the recruitment needs, looking for headhunters to help recruit is the best choice, such employers are large to multinational companies, small to a few people's studios, from ** institutions and enterprises to various nature of the company.

It can be said that headhunting recruitment has become a lubricant and organizational supplement for enterprise development. To adapt to such a huge and complex headhunting market demand, the services of headhunting companies are different.

According to their own needs to decide, if the company's human resources department can not efficiently recruit the corresponding positions, you can choose to cooperate with headhunting companies, one is to save labor costs, the other is to recruit efficiently, for the urgent position, the choice of headhunting companies is a cost-saving and efficient operation.

There are many headhunting companies, but enterprises still need to choose powerful headhunters 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 enterprises involved in the field of recruitment information services, 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 specializes in providing human resource management consulting services.

Nanfang Xinhua has a strong consulting and management genetic team, using the Internet, AI intelligence and digital talent system, focusing on Internet IT, communication electronics, intelligent manufacturing, finance, automobile, energy and chemical industry, medicine and medical care, real estate and consumer goods and other industries and fields, helping more than 40,000 well-known domestic and foreign enterprises 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" and helping enterprises quickly improve the competitiveness of core talents.

The main responsibilities of a headhunter are as follows:

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

2.Responsible for market development, establishing entrusted recruitment agreements with customers, and maintaining good customer relationships;

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

4.Identify the required competencies and qualifications from the client's recruitment needs, analyze the market and determine the direction and objectives of the search;

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.

Headquartered in Chongqing, UDG has set up branches in Beijing, Shanghai, Shenzhen, Suzhou, Nanjing, Ningbo, Xi'an and other cities, with 8 million+ core talent resources. The team is composed of professional consultants with an average of more than 8 years of hunting experience, with 6500+ high-quality cases and successfully providing satisfactory services for more than 3000 well-known enterprises. Select the right talents, create profits, and find UDG headhunters!

The following headhunting company is a type of recruitment service industry, also known as recruitment agency, talent recruitment company or talent headhunting company. Headhunters specialize in finding senior talents for enterprises or specific industries, using their own resources and channels, as well as unique recruitment methods, to help enterprises find the most suitable talents for their needs. The biggest difference between a headhunter and a general recruitment company is that its goal is to focus on the recruitment of high-end talents and professionals.

Headhunters are usually composed of a team of top talents with rich recruitment experience and in-depth knowledge of certain industries, and will use a variety of advanced recruitment techniques and methods in the recruitment process, such as developing a talent database, through precise positioning, and digging deep into the talent network, etc., to find the most suitable candidates as quickly as possible. In addition, in the process of selecting candidates, headhunters will conduct a comprehensive background check, interview and aptitude test to ensure that the candidate truly meets the requirements of the client. In short, through professional and refined services, headhunters help clients find the best talents in the complex talent market and successfully introduce them to clients, so as to improve the competitiveness and development strength of client companies.

Hello Hello is happy to answer for you: A headhunting company is a service organization that specializes in hunting senior talents for enterprises, also known as talent search companies or recruitment companies. The difference between headhunting companies and traditional recruitment companies is that their main service targets are high-level, high-quality and high-management talents, such as corporate executives, professionals and technical experts with rich experience.

Extended information: Headhunters solve the problem of difficult recruitment by hunting high-end and scarce talents. Its main activities include:

Searching for talents, headhunting recruitment, talent reserve, talent evaluation, career consulting and entrusted management of recruitment projects for enterprises. The services of headhunters are mainly from the following three levels:1

Investigation and research: understand the market positioning, economic strength, industry brand and other information of the customer enterprise, and determine the job responsibilities and qualifications of the demand position. 2.

Evaluation and screening: According to the specific needs of the client enterprise, the candidates are comprehensively and in-depth interviewed, evaluated and investigated, and finally ensure that the candidates meet the requirements and needs of the client enterprise. In conclusion, headhunters provide companies with unique and efficient talent recruitment services, which help companies to get more excellent talents in a highly competitive market.

Hello, I am Mr. Xiao Qi, a workplace service teacher, and my answer is: the headhunter is mainly to provide recruitment and talent consulting services for enterprises and Tongyin institutions. Its main business includes sourcing suitable talents for clients, such as top management, professionals and technical talents, etc., and providing clients with recruitment plans and advice to help clients obtain the best talent selection.

Extended information: Compared with traditional talent recruitment methods, headhunters usually have a wider range of talent resources and more professional recruitment methods, and some high-end talents often tend to look for suitable career opportunities through headhunting companies, which also makes headhunters have high competitiveness in the talent recruitment market.