3 thoughts on “The current situation of the headhunter industry”

  1. Related overview
    The maturity of the Chinese professional manager market has contributed to hundreds of headhunting companies in major cities in China. Professional headhunters generally have good understanding of manager experience and can provide human resources to enterprises with human resources Development guidance suggestions, they are good, responsible, can provide the real situation of candidates and can conduct frank exchanges, have rich experience, at least engaged in higher positions in foreign companies, so that they can provide reference value opinions. Professional headhunters consultants can It should also strictly adhere to industry norms and professional ethics. Comprehensively understanding the needs of customers is the prerequisite for successfully finding suitable talents. Therefore, the headhunter consultants must have superb communication skills and skills, so as to accurately understand the real needs of customers. Professional headhunters must also have deep psychology and interpersonal knowledge. Because of this value -for -money and professional services, it has been recognized by many companies in terms of quality and recruitment costs, and it has become a trend.
    If discrimination
    has exceeded 2,000 headhunting companies in China, but there are no more than 100 professional headhunting companies with more than 50 people in the company. In order to relieve the pressure of survival, the "headhunting company" with poor operating conditions is to reduce the charging standards, provide fake resumes beforehand, and give up prepaid to the order. Therefore, these three characteristics have become the three -board ax that distinguishes the operating status of the headhunting company.
    1. Whether the charging price is a test of the toll -up company's operating status.
    2. The headhunter that provides customers with resume information before determining the intention of formal cooperation is not a good headhunter.
    3. The principle of prepayment is the healthy body temperature table of the headhunting company.
    The industry average profits in any industry. According to the annual salary of 30%of the candidate, it is the industry consensus. Even if the proportion of the domestic industry competition and cost reasons is adjusted, it should never be less than 20%of the business bottom line. Otherwise, the headhunting company cannot maintain normal operations without obtaining reasonable profits. Those who can charge less than 20%must be the irregular low -end headhunter. They do not have to consider brand building, continuous operation and team building, and can do one vote for one vote.
    The accumulation scale of the talent pool must not be the main indicator of the service capabilities of the headhunting company. The core competitiveness of the headhunter company is the ability to actively search and dig. Many customers who do not understand the headhunting will require headhunting companies to provide customers with resume information to customers before determining the intention of formal cooperation to judge the ability of the headhunter company. There are some small headhunters that also do not understand the headhunting, or the headhunter company facing the pressure of operating pressure will meet the unreasonable expectations of customers, provide resumes in advance, and even fictional resumes according to customer positions, and cooperate with some bad candidates to blind customers. The headhunter that provides customers before the formal cooperation intention is not a good headhunter.
    Chinking the prepaid payment is the rules of the industry. The significance of the prepaid is to identify the real recruitment intention of customers, improve the degree of cooperation, prevent customers from marrying more, and make up for the cost of headhunting. Talk. The headhunting company with poor operating conditions has not been so much. It has given up to collect prepaid, strive for order, and solve the first choice for food and clothing.
    It people say that the financial crisis is coming, and China's headhunting market will be severely hit, but the reality tells us that the Chinese headhunting market is still very hot, and the headhunter industry will still form a trend of Lagura like a flame. The headhunting company does not lack customers, because outstanding talents are always scarce resources, which is the fundamental reason for the existence of this market.

  2. An excellent headhunter partner is not only a helper when looking for talents, but also provides effective assistance from employer brand, talent strategy formulation, market status analysis, and future development strategies to develop with enterprises. Judging from my 15 -year -old professional search talent consultation experience in China, the following 10 points are KPIs for selecting headhunters.
    brand and image
    The brand is a public recognition of a comprehensive image of an enterprise. This has nothing to do with the amount of advertisements. Some public media with good reputation (not charging advertising costs) are more reliable reactions. Imagine that a company is often invited by CCTV to discuss professional issues, and its brand and seniority naturally need not doubt. The image refers to whether this company from the website and various network images to the office to the office of the employee's personal image, because I chose a headhunting company, and I chose a caliber to promote talent strategy for you. Its image advantage directly affects employers. Word of mouth in the industry. A good headhunter company will pay special attention to protecting the interests of employers and optimizing the image of the employer. The QSCV spirit of McDonald's is the true portrayal of its brand, namely the Quality service (Clean) and value. The QSCV system has been strictly implemented in McDonald's global franchise stores and is known as the core corporate brand that McDonald's is an unchanged core.
    C service consciousness
    In the final analysis, hunting talent is a service, and it is a very critical service for enterprise development. Sometimes it even determines the quality of a project. "Attitude determines success or failure." How many branches do this company have? Does its network cover how many countries or regions can be covered? Can his employees communicate every day every day? How long do they promise to reply to customers? These key figures will greatly strengthen the degree of follow -up of customer projects, and then determine its speed and quality. In my opinion, more than 98%of candidates will be friends with headhunters, because they understand that the headhunter will bring them a better opportunity. After successfully obtaining basic trust, they will meet with prey. Successful headhunters will think about problems from the perspective of candidates, or in other words, we must have a sense of service and understand that people are not commodities.
    The process control
    Professional headhunting service is not just throwing CV to employer treatment. Search is a process. A high -quality headhunting company should have a cooperation communication process for both employers and candidates. From contact to offer to join, from preliminary search for prepares, from the beginning of the search background investigation, from interview interviews to admission consultation The figure of the headhunter should always be among them. In addition, there should be specific standards and processes for each step. For example, my company has a specific standard of up to 10 pages alone. After the candidate successfully joined the job, the headhunter did not stop. The headhunting company needs to actively assist customers to complete the follow -up work and maintain long -term dynamic contact with customers and candidates to ensure good running -in of customers and candidates. For example, RMG will return to him after two weeks of work, and timely understand the work of talents in new positions, help talents integrate into the enterprise as soon as possible, become a bridge between the boss and talents, and make the enterprise and talent better cooperation.
    If consulting degree
    It's process of service quality from the process of headhunting consultants can be seen, such as the level of professionalization and professionalism, such as the image and speech and manners when visiting customers Thoughts of problems. The picture on the right summarizes the quality of excellent headhunters.
    Is before the entrustment of customers, we must understand information about the industries that a consultant is mainly engaged in. What customers have done, the communication ability of the consultant, and the degree of grasp of personnel knowledge and related laws and regulations. Only when you are very familiar with a certain industry can the consultant establish a good relationship with candidates in a certain industry, and be familiar with the characteristics of a certain industry, and be good at interviewing candidates. The communication ability of the consultant is also key. Only with good communication skills can the headhunter be able to deeply understand the customer's situation and real needs, and accurately convey the customer's situation to the candidate, can we deeply understand and grasp the advantages and disadvantages of the candidate, and gain the trust of the candidate. The professional knowledge of headhunting consultants can help candidates provide useful guidance in career development, provide consulting for some job opportunities, and effectively strengthen the cooperative relationship between headhunters and candidates. In addition, the knowledge and skills of the consultant can sometimes provide the relevant suggestions and consultations for corporate personnel staff to help personnel staff understand the situation of competitors and talent supply. It is a wealth that personnel staff cannot ignore.
    The project solution team
    The number of project teams in the headhunting company and the operation method of the project, the cooperation between the business department and the support department. For example, whether the headhunter has had relevant experience in the same industry, his personal education, language ability, work background, how the project team conducts management coordination, etc. For example, some headhunting companies implement the project responsibility system and implement the weekly plan tracking, which can better control the progress of the project; some headhunting companies have set up an institution for coordinating and coordinating the work of various regional branches to facilitate the between branches. Resource sharing.
    No Success Case -Quality and Speed ​​
    The background information of the most intuitive and most intuitive and most intuitive and most can explain the problem, but which elements should be paid attention to in the case may not be all HR. question. Some excellent headhunters have always been result -oriented design processes. We recommend attention: ① The quality of large customers, which reflects the overall strength of the headhunting company. ② Of course, the ratio of the number of CV to successful entry is of course higher, but the better the number is! The reason why the headhunter uses is to save the recruitment time. If there are more than 10 candidates for a position, it is equivalent to HR to make a resume first screen (CV-SCANING), which is meaningless. ③ From the time of communication to the first interview. ④ The proportion of successful candidates to complete the trial period is the standard for successfully recruiting a new employee.
    The degree of insights
    The industries in the market have many divisions. It is difficult for a headhunting company to have a very strong candidate foundation and rich knowledge in all industries. The more clear the talent architecture in the industry, the more familiar with the management concepts of various companies. The speed and accuracy of recommended candidates will be greatly improved. For example, for everyone's familiar financial fields, excellent headhunter service providers can provide candidates who meet the requirements as soon as possible after the job communication. The so -called accumulation is reflected here. From the perspective of the industry's perspective of the business of headhunters, there are those who focus on a industry, some are facing multiple industries, such as hotel hunting, real estate headhunters, IT headhunters, financial headhunters, fast -moving headhunters, luxury headhunters, logistics headhunters, medical headhunters Wait, whether focusing on one industry or multiple industries, the headhunter must have a comprehensive and profound understanding of the operating model of the industry, the business process and the responsibilities of the company's business process and the responsibilities of the key position, the level of salary in the industry, the level of salary, and the main brand enterprises, but If you encounter a headhunter company claims to focus on every industry, then it is recommended that you judge with the opposite understanding. The industry faces the industry is very different. No headhunter company can say that they are very familiar with any industry. If any headhunter tells you to do all industries, it may mean that they are not proficient in any. Even the top -level headhunter companies in the industry dare not say that it is professional for all industries. Customers can ask the headhunting company to provide which customers and positions in the industry can discuss the job responsibilities of certain positions with the consultant of the headhunting company, and the salary market in order to understand their focus and familiarity with the industry.
    The headhunter team stability
    The headhunter industry is a typical industry that relies on talents. The core competitive advantage is hunter consultants with industry experience and professional skills. This industry is also an industry with relatively low thresholds. The personnel loss rate is very high, and it is easy to separate. A headhunter company with a high loss rate must be a company that does not pay attention to human resource management. Whether such a company can provide high -quality professional services can be imagined. A good headhunter needs to be involved in the industry where the customer is located, and at the same time, it has more mature views and rich experience in human resources and corporate management. In the process of headhunting, headhunters must not only come into contact with high -level customers, but also need to contact middle and high -level talents in many industries, so the requirements for headhunters are relatively high, and they must have rich experience. Therefore, the cultivation of a qualified headhunter is not easy. With these excellent headhunters, it is the magic weapon of the headhunter company in the industry competition, and maintaining the stability of the professional headhunter team has become the top priority of the headhunting company. The persons in charge of the branch, the person in charge of the office, and the personnel personnel need to spend more energy on the stable team to allow the company's various tasks to advance smoothly, not just relying on one department. Stability, unity, and collaboration are very important! Wang Pan, the after -sales service manager of Chevrolet, said: The stability of the team is important. His team is very stable. The membership of the company has been working in the company for more than 2 years, and many of them have been working in the company since the establishment of the store. He is also the oldest employee. Position. Frequent personnel can easily cause customers to lose. Stable teams can master various information of customers, understand their needs and vehicle conditions, and better serve customers. Similarly, the headhunting industry requires a stable professional team to better develop.
    Development potential
    The company in China today, and no one wants the company to find a new group of partners every time it has a new project or a new business; or ,对于一些非常新的行业领域,可能还没有非常成熟的猎头介入,那么此时,一个猎头公司的自身发展和快速介入的能力就显得十分关键——每一个细节都做得很专业,每一个The process is very detailed. Each consultant has a carefully selected background. The company that makes the customer service service is a reliable partner with this ability that is worthy of long -term cooperation. Do you have to consider: Do headhunting companies often use various search engines? Do you know and use various advanced usage of search engines (filtering, sorting, phrases, fixed sites)? Are you familiar with various professional websites, community websites, association websites, and morning meetings? Can we use the customer relationship system for customer management? Do you know how to conduct online promotion? Can I search blog search?
    In new field development capabilities
    . According to the statistics of the United States "Research and Management" magazine in 1980, 30 % to 40 % of the sales and profits of most companies came from 5 years ago that it did not belong to the product range of the company 5 years ago. Those products, new products have played an important role in corporate growth. From the perspective of investment, growth means success. It is very difficult to increase the rate of measures to measure corporate growth alone alone. Enterprises need to bear more heavy marketing costs. According to statistics, most of the companies that have good operation have the ability to launch more new products to the market. For headhunting companies, pioneering new areas is an opportunity for its development and growth. Pioneering a new field can maintain the competitive position of the headhunting company, and at the same time, it can also improve the existing market position of the headhunting company. When customer demand changes or changes in environmental conditions, it indicates that when the existing services of the headhunting company have declined, companies must find new areas that can be replaced, which is often the most direct reason for developing new areas.
    For enterprises, the importance of talents is self -evident. It is continuously supplemented with fresh blood to enterprises to enhance the vitality of the enterprise and promote the sustainable development of the enterprise. The headhunting company can quickly find talents in a short period of time. Time is benefits. The characteristics of headhunting companies are to quickly help companies find suitable candidates accurately.

  3. Wuhan Jianbang Specialist Human Resources Co., Ltd. unique selling point: 1. Jianbang special hunting only does human resources services in the field of construction construction. Unlike other comprehensive large -scale talent websites or headhunters, the entire industry covers the entire industry, such as emergency doctors, Jianbang The special hunting is an expert physician; 2. Jianbang's special hunting has a huge talent database of the construction industry, and these professionals are talented talents who have been evaluated by experts. The chief worker has a talent evaluation, and we hire a professor of psychology at Southwest University to do a talent evaluation of talents, and ensure that the talents of talents are united, while other comprehensive headhunter company's talent pool relies on the network platform without any evaluation methods. , It is impossible to ensure the professionalism and matching of talents, so that the recruitment effect of corporate customers cannot be guaranteed; It is recommended that the suitable talent will refund the entrusted gold in full. The overall service charging ratio is only 20%of the annual salary of the talent, which is lower than the 25%-35%of the large-scale headhunter company. Talent's 3 to 6 months of insurance service service, while solving the recruitment needs for customer companies, truly improves service quality for customer companies, reduce recruitment risks, and reduce recruitment costs; 4. Jianbang special hunting has strong capital Power, possess a national human resources license certificate, plan to be listed in the future, so as to ensure the legality, strategic and sustainability of human resources services we provide to customers; , The company has a number of senior talent consultants who have experienced more than ten years of experience, so as to ensure the regional recruitment needs of customer enterprises quickly and accurately, and truly save corporate customers' hidden costs caused by recruitment, suitable, and difficulty in assessment; 6 Jianbang's special hunting commitment does not take the initiative to excavate the staff of customer companies, and although large -scale comprehensive headhunting institutions also have this promise, they have many customer groups, and they will inevitably appear in the situation of customer companies dig pits and supplement people. In short, if the market There are only ten large -scale construction enterprises. These ten large -scale construction enterprises are cooperating with A headhunting company. Then the targeted hunting talents of A headhunting company are still derived from the corporate customers of the head hunting company. In the early days of entrepreneurship, we will pursue customer satisfaction and industry reputation and reputation on the one hand. On the other hand, our targeted hunting enterprises are relatively more objective. The successful introduction of outstanding talents in enterprises and creating value and benefits for enterprises are the common goals that all of us must pursue, not just measuring the costs of hundreds of thousands of headhunting services.

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