What are the rules of the executive search industry? 100

There are no actual rules, everything is done by contract. It would be great if you could take advantage of the loopholes. But it's all about customer retention.

Now there are as many domestic headhunters as there are enterprises. Non-normative. So there are no rules.

Rules of conduct are your own personal principles.

The headhunting industry is a relatively special service industry, and the essence of "service" must be understood in place; Headhunting is not only a service industry, the work of headhunting is more like a craftsman making handicrafts, every headhunting project served is a handicraft, and the final completion of each handicraft is permeated with the craftsman's personalized understanding of aesthetics, so the business of headhunting companies cannot be simply copied. It is based on the "craft" understanding of headhunting services that Fiberhome Liepin diligently pursues the highest quality of each work, rather than the number of enterprises served, so Fiberhome Liepin Company puts forward the enterprise operation concept of "less is more". The so-called "less is more" means that Fiberhome Liepin will position the target market in the high-end market, give up those most sensitive enterprises, and position a small number of high-quality customers who pay attention to service quality, abide by business rules, and have the ability and preparation to provide a benign professional atmosphere for Fiberhome Liepin's candidates, and provide a full range of high-quality headhunting services for these small number of customers, so that these few customers can get value-added services and benefits. 100% success rate.

Categories: Business Banking.

Analysis: The English of headhunting should be: headhunting, to talk about search originated from Latin, originally referring to the American cannibal tribe, cutting off the opponent's head during the war, as a show off hanging on the waist of the behavior, the real call headhunting is after World War II.

After the victory of some countries in Europe and the United States, they looked for the scientists they needed from Germany and many other countries, and they sent professional companies everywhere to help them find better people like jungle hunting. Headhunting is to help excellent enterprises find the talents they need, and this word is called senior talent search, which is the ** of headhunting.

In recent years, some emerging headhunting companies in China such as Cree, Haozhu and so on have developed very fast, at this stage they are more learning and cooperating with international headhunters, so as to make their own operations more standardized, the process of operation is more emphasis on integrity, can do things well for enterprises and candidates, and gradually the gap between the new generation of headhunting companies and international headhunting companies is slowly narrowing.

There is a big difference between a headhunting company and a simple intermediary company, the headhunting company does not charge individuals, 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. 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.

In addition, intermediary companies serve more people who are looking for jobs, and headhunting companies serve more talents with strong ability and good professional ethics. As a person, they should have a sense of social responsibility, they may have more opportunities and better personal development.

In fact, it is to dig the corner (dig talents), human resources intermediary. Entrusted by the employer to go to the market or other companies to find talents who meet the requirements, negotiate benefits for the talents and the enterprise, and collect service fees and intermediary fees.

In the headhunting industry, I believe that it refers to the association of practitioners and enterprises that provide talent supply for enterprises or non-enterprise organizations as a third party. In popular terms, it is those people and enterprises that replace the recruitment department of the enterprise to poach talents in the talent market and earn service fees.

Headhunters are the matchmakers of enterprises and talents, and the main solution is the structural unemployment caused by the information asymmetry between talents and enterprises, or the secondary balance of capable posts. The difference between a headhunting company and an intermediary is that the object of headhunting is senior talents, and the object of intermediary is ordinary labor. The difference in fees is also very large, headhunting companies charge very high, and the intermediary used to charge both the enterprise and the employee, but now the intermediary only charges the enterprise, and even subsidizes the employee (caused by the labor shortage in recent years).

Headhunters, which means people or institutions looking for talents, are to help excellent enterprises find the talents they need. "Headhunting" can also refer to the hunting of talents, that is, the act of discovering, tracking, evaluating, selecting and providing high-level talents. In foreign countries, this is a very popular way of recruiting talents, Hong Kong and Taiwan translate it as "headhunting", and the mainland also calls it headhunting, which means "recruiting senior talents".

Headhunters are very different from general corporate recruitment, talent recommendation and employment introduction services, and the goal of headhunting is always focused on the trinity of highly educated, high-level positions and first-class people, and it is looking for professionals and management talents with high education, rich practical experience and excellent performance.

Talent Brokers. Specialized in looking for talents.

1. Have a strong interest in headhunting, have the patience to insist on doing it for a long time, and consider doing it as a lifelong career positioning. Only in this way can the more contacts accumulate more and more boring, the more experienced, when the customer bends the customer to put forward a job demand, the brain generation can be clear where and what enterprise silver quietly what position personnel are suitable for the needs of this customer.

2. Headhunters, like a kind of underground party worker, are to fight a battle for talents on a smoke-free battlefield, and they need to be more focused.

3. The knowledge requirements are quite extensive.

The work is meticulous and conscientious, with an indomitable spirit.

The entry threshold is actually very low, I think it's a bit like the insurance industry. As long as you can talk, be willing to communicate with people, and be able to withstand a certain amount of pressure.

If you want to do a good job, you need more, such as: good learning ability, keen thinking response, information collection, sorting, classification, analysis ability, efficient organization and coordination ability, persuasion ability, etc.