Although "headhunter" has become a familiar term, but in people's impression, there is always a layer of mystery: they are everywhere, powerful. So, how do they recommend senior talents to the most suitable positions?
The headhunting industry is still in its infancy in China. At present, many headhunting agencies are still in the simple talent intermediary stage. Enterprises hope that people will say that they can search some methods to provide some candidates and package the selection for employers, but in fact, the real international regulations are more complex and professional headhunting services. The standard headhunting operation is generally divided into the following steps:
Headhunters conduct background checks on the company
When the employer entrusts the headhunting company to look for a job, the headhunting company will send the project team of the industry leading enterprise of the headhunting consultant for detailed background information, as well as the position of the enterprise in the industry, such as business, technology, R & D strength and corporate culture, etc.), the key to understand the human resources situation, the communication between the senior management of the enterprise and the manager of the human resources department, and the understanding of the enterprise's employment concept, Give the power, responsibility and development, salary and performance appraisal system, etc., in order to accurately grasp the needs of enterprises, tap the advantages of enterprises to attract talents, at the same time, if the defects of attracting talents are found in this process, put forward suggestions for improvement.
Headhunting consultant makes suggestions and signs contract
Enterprise standard talents put forward requirements, but not necessarily the most accurate. Headhunting consultants will put forward their own understanding of the most suitable position for talent recommendation based on survey data analysis and professional experience, and roughly describe the most suitable talent configuration file for this position: what should include age, education background, personality characteristics, work experience, and successful background, etc. After obtaining the approval of the enterprise, do you agree with the schedule of enterprise talent headhunting and the price of headhunting provided in the report, generally 25% of the annual salary of the position? About 35%. After the negotiation and agreement of the enterprise, both parties formally sign the contract of commission recruitment and charge a certain amount of advance payment (usually 30% of the total cost).
Headhunters list their searches
After receiving the order, the project team will make a more detailed talent search plan and determine the candidate list as soon as possible. These lists are generally selected from talents in related industries, related occupations and similar positions. First of all, we screen the original talent database to see if there are suitable candidates; if not, search consultants are widely spread in the industry, but as we all know, 70% of search companies on average? 80% of the people who are really recommended for success are not the original talent pool.
Headhunters looking for talents
There are also phone calls to contact candidates to explore their job hopping intentions, tell them the attractive conditions of new opportunities, and ask them if they are interested. If they are not interested, they are still struggling, but gentle. Please leave a talent pool of data rich companies, and then continue to look for the opportunity of interested people.
Interview and persuade the headhunter
Objective talent "packaging" headhunter
Assist the headhunter to go through the procedures of resignation and entry
Headhunter tracking service
The above is a detailed introduction to the talent hunting form of Jinan headhunting company. To learn more, please click http://www.stylejouy.com