As the saying goes, "Without Jin Gangzuan, there would be no porcelain work". Different headhunting companies have different scales and focus on different fields. Therefore, when choosing a headhunting company, headhunting companies should study the industries that headhunters focus on and are good at, and generally obtain these key information through the websites or promotional materials of headhunting companies.
Second, the professional level of consultants:
The quality of headhunting consultants determines the quality of recommended talents. When choosing a hunter, an enterprise must deeply understand its professional ability, just like recruiting a high-level talent. If they don't have a thorough and comprehensive understanding and choice, they can never be hired. The general selection criteria for headhunters are:
1) Must have at least three years working experience and good human resources working background;
2) Rich practical experience, able to accurately understand the job requirements of enterprises;
3) There are many successful cases, except being good at keeping company secrets and strictly abiding by headhunting industry rules;
4) Be good at thinking from the customer's point of view, and have good communication and guidance skills.
Third, the service quality of headhunting companies:
How to inspect the service quality of headhunting companies? It is impossible to do a self-examination by yourself, because the cost may be too high, so the most feasible method can be adopted, that is, through the recommendation of peers.
1) Understand the headhunting company's understanding of focusing on the industry;
2) Analysis of talent advantages and disadvantages of enterprise competitors;
3) Cognition and understanding of enterprise business processes and related positions;
4) Mastering talent selection, selection methods and interview skills;
5) How many successful cases have there been in the past, and learn more about several big successful cases;
Fourth, the stability of the service team:
Headhunting is a typical industry that relies on the "intelligence" and "wisdom" of talents. The core competitive advantage of headhunting companies is hunters with rich experience and professional knowledge, but this industry also has an obvious disadvantage, that is, the entry threshold is relatively low and the brain drain is great. For headhunting companies with high brain drain rate, generally speaking, the service quality cannot be guaranteed.
Verb (abbreviation for verb) Is the service professional?
The talent report recommended by headhunters is an important product that a headhunting company can provide to its customers. It mainly includes: customer job demand analysis, candidate matching degree analysis, candidate education background analysis, background investigation description, candidate's advantages and disadvantages analysis, candidate's personality analysis, headhunting recommendation and so on. These technical terms can well reflect the degree of specialization and professionalism of headhunters.
Our company is going to cooperate with headhunting companies. How about Chongqing Senmei Headhunting Company? Beyond is a company specializing in RPO (recruitment process outsourcing), which originated in the United States and is headquartered in Boston, USA. It is a full member of AW(Agilium Worldwide), a world headhunting organization with a long history, and shares the global headhunting positions, industry information and global talent database of AW.
In order to better explore the Asian market, provide high-quality RPO services for local enterprises in China, and introduce advanced human resource management concepts in the world, Chongqing Monte Enterprise Management Consulting Co., Ltd. was incorporated in Chongqing, the youngest municipality directly under the Central Government of China.
Relying on the business model and international project operation experience of the headquarters in the diversified fields of transnational consulting services, headhunting service and management information for many years, the company uses powerful information leverage, adopts the operation mode of small organization and large network, and adheres to the business philosophy of "harmony, cooperation and win-win" to provide customers with the most valuable human resource management services. At present, it mainly provides services such as headhunting entrustment, agency recruitment, human resources development and staff training, enterprise management consulting, enterprise project investment consulting, and corporate image planning. Relying on the strong professional technology of the headquarters, supported by professional technical team and rich social resources, based on Chongqing, serving the whole country and providing professional and all-round human resource management services for enterprises.
Adhering to the corporate philosophy of 5S (smile, speed, sincerity, cleverness and learning), we take the long-term mission of being a service solution provider for middle and senior talents and a career development broker for outstanding talents, provide customers with high-quality and efficient human resource management services, escort the career development of outstanding talents, and become a reliable strategic partner for enterprises and individuals.
Tel: 023-8691007786910988.
How do enterprises cooperate with headhunting companies? Shanghai Hunting Benefit Headhunters provide high-quality headhunting service for enterprises.
Service process:
1. Initial intention: The recruitment company fully communicates with customers and fully understands the description and requirements of the position to be recruited, as well as the company background, organizational structure, corporate culture and main competitors. These materials help us to find potential candidates, and communicate and share with them after the preliminary judgment confirms that the candidates meet the requirements of customers. At the same time, customers also need to know the strength, corporate culture and service concept of the hunting company.
2. Cost negotiation: The two parties judge the difficulty of talent service according to the actual situation of communication, and then negotiate the specific amount of service fee paid by the customer after the talent recruitment service is successful.
3. Signing: According to the negotiation results, both parties signed a formal entrustment contract with headhunting service.
4. Project Operation: Once the two parties sign a formal contract, Hunting Benefit Company will start a professional and systematic search process. We inspect the target company, analyze the relevant market, interview/evaluate the candidates, and select the appropriate candidates; Complete a report, including personal introduction, educational background, professional training, career introduction, career details, salary tips, application motivation, personal ability, headhunter evaluation and possible further suggestions, and submit it to the customer.
5. Information provision: provide the selected personnel information to the customer for reference, and the customer will select the personnel to be interviewed, and the two parties will determine the interview time through consultation according to the specific situation.
6. Arrange interview: According to the determined interview time and place, arrange candidates to attend the interview at the time and place specified by the client. All submitted candidates will be interviewed by the client company. In the whole interview process, especially in the case of high-level positions, Hunting Benefit Company will keep close contact and communication with customers, and ask customers to provide interview feedback as soon as possible, so that we can further investigate and compare the suitability of candidates and get clear reference factors. The search and interview will continue until the customer chooses a suitable candidate or a group of candidates.
7. Interview result: The customer determines the suitable candidate according to the interview. After the final selection, if necessary, we will continue to help customers and candidates negotiate salary or solve other problems in the process. Usually we can provide useful information and suggestions about salary and benefits.
8. Background investigation: For the candidates determined by the clients, the headhunting company will make a final check on the authenticity of their resumes and whether their work ability can match the requirements of the clients, so as to provide the clients with the real information of the candidates.
9. Payment: The client pays the headhunting service fee according to the contract. After the candidates sign the employment notice and take up their posts in place, Hunting Benefit Company will continue to pay attention to the running-in progress of both parties and is willing to provide necessary consultation at any time.
10. Follow-up service: If the recommender is proved not to meet the customer's requirements during the three-month probation period, he will continue to recommend suitable candidates free of charge.
Why should talents cooperate with headhunting companies? Headhunting companies have more corporate resources. One is afraid of being cheated when looking for a job, and the other is afraid of not finding a suitable job. You can save a lot of time in a headhunting company.
What should I pay attention to in headhunting interview? Telling the truth is the communication between people. At this time, job seekers should emphasize your sales ability or experience (especially telemarketing) and speak naturally.
1. If you have working experience in a well-known headhunting company, you should write it on your resume;
2. Even with experience, headhunting companies will assess the basic skills of job seekers, and they should play smoothly as job seekers;
3. Look at the business ability, and complete the project introduction and future career planning before.
What should I pay attention to when going to a headhunting company for an interview? When interviewing headhunting companies, we should pay attention to personal business etiquette, stress resistance and communication skills.
Headhunting is to help excellent enterprises find the high-level talents they need. When enterprises need to dig talents or recruit high-level positions, they will need headhunters. General headhunters are used for talents with annual salary above 10W, and talents with annual salary above several million. Nowadays, many high-level talents will not find jobs through traditional channels, but hand over their resumes to headhunters, interview arrangements, salary negotiations and many other things to help communicate with enterprises. Headhunting used to be widely used abroad, but now with the development of many enterprises in Chinese mainland, it is also widely used. After all, high-level talents in traditional channels are very limited.
1) Compared with corporate recruiters, headhunters will be under greater pressure, and they will undertake a certain amount of tasks every month, which is similar to sales. Therefore, we must prepare several cases that can reflect personal resilience in the preliminary work;
2) Headhunting companies need to meet all kinds of customers and candidates every day, so they pay more attention to business etiquette, and they need to wear formal clothes and be polite when interviewing;
3) In headhunting, you need to deal with all kinds of problems and communicate with all kinds of people every day, so you must have strong communication skills. You can prepare several successful cases.
4) Prepare a clear and complete self-introduction. Even in the face of stress interview, always smile and answer questions seriously.
I used to work in a headhunting company and have a certain understanding of this industry. Since I don't know if lz has relevant work experience, I assume not, so the points to pay attention to are as follows: 1. What should I pay attention to? 1. Emphasize your sales ability or experience (especially telemarketing) and speak naturally. At that time, I was a fresh graduate, and the position I usually gave was a researcher. The main job is to make a strange phone call, play various roles to bypass the receptionist, get the information of the "prey", and then contact the "prey" directly to promote the position. Therefore, we should pay special attention to emphasize our sales ability and talk naturally. 2. The interviewer is likely to ask you to make a few phone calls on the spot, be bold and communicate with the "prey" naturally by phone. 2. What relevant questions need to be prepared? In addition to P&G's classic Eight Questions (in case lz is not clear, you can Google it), the unique problems of headhunting companies are as follows: 1. Give an example to prove that you are willing to communicate with people and are good at it. 2. If you try to contact IBM's consultant, which identity will you play to bypass the front desk? I believe lz has a little feeling about the interview of headhunting company through the above introduction. I wonder if you like this business? By the way, compared with the four major industries, headhunting companies have rich returns and rapid career development, but they have high requirements for people's comprehensive quality and great performance pressure. Here, I wish lz a successful interview and enter the headhunting circle:)
What should I pay attention to when contacting a headhunting company? When individuals are in contact with headhunters, don't be nervous, just show your best side. If you don't want to change your job for the time being, just politely refuse the other person, but it's best not to hinder the conversation. You can make friends with other people. After all, you can jump ship with the help of headhunters in the future! In recent years, some emerging headhunting companies in China, such as Ke Rui and Zhu Hao, have developed very rapidly. At this stage, they learn more from and cooperate with international headhunting companies, thus making their operation more standardized, emphasizing honesty in the operation process and being able to do things well for enterprises and candidates. The gap between the new generation headhunting companies and international headhunting companies is gradually narrowing.
Headhunting companies are very different from simple intermediary companies. Headhunting companies do not charge personal fees. Intermediary companies charge individuals who need to find jobs, and enterprises charge enterprises who find people. The level of doing is relatively low. Headhunting companies charge enterprises. If they charge individuals, it is definitely not a headhunter, but an intermediary. Headhunting companies need to provide consulting services such as talent assessment, inspection, communication and assistance, and intermediary companies are often very simple to match; Headhunters charge high fees and intermediary services are often low; Headhunters mainly take the initiative to find talents, and intermediaries are more likely to match in existing resources. In addition, intermediary companies serve more people looking for jobs, while headhunting companies serve more talents with strong ability and good professional ethics. As a person, they should have a sense of responsibility to society. They may have more opportunities and better personal development.