Why is headhunting more reliable than internal training and internal recommendation in recruiting senior executives?

At present, although many companies will use headhunters to find talents, many of them will try headhunters only when it is "absolutely necessary". Why are you being cruel? Because hiring headhunters means spending a lot of headhunting fees, ranging from tens of thousands to hundreds of thousands.

At this time, the boss of the company will regret it. Why didn't he train talents in this field earlier and make a good reserve of talents?

Speaking of corporate content training, many companies, especially large companies, will carry out the talent reserve strategy. Some companies will also have colleges and universities that specialize in training talents, such as the well-known Haier University. However, we should know that most of these colleges and universities train new people in the workplace, and it takes a long time for these people to grow from graduates to mature talents and even executives. In this rapidly developing society, the self-hematopoiesis of enterprises is too slow.

At the same time, there is another situation in which enterprises need to recruit executives. Enterprises expand into new fields or start new business, but companies often lack experience and talents in new fields. It is simply too late to cultivate them by themselves, and only through headhunting channels can they find the right candidates with the fastest speed.

You may ask, why can't an enterprise's own HR complete the recruitment work in this area? The situation is the same as above. In the face of new fields, HR also has no relevant industry knowledge reserves, so it is impossible to conduct professional talent search and screening, and there is no talent resources in this field.

another channel that enterprises consider effective is internal recommendation. Many companies will let employees in the company recommend candidates to join the company through contacts. Although this method may be effective in the initial stage and new employees will have a better sense of belonging to the company, it can be said that future troubles will continue.

it is inevitable to form gangs, and acquaintances will naturally hold groups. In addition, can people recommended by acquaintances, especially at the executive level, be dismissed decisively if the candidates are not suitable? Will it cause bad reaction to the referee?

Therefore, when a company is faced with recruiting important positions, especially senior managers, the most reliable and effective way is to use headhunters. Headhunters can not only find suitable candidates quickly, but also screen candidates more objectively, helping enterprises to complete the recruitment of important talents from the perspective of a third party.

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