How to deal with the difficulties and challenges of recruiting middle and senior talents

Talents (especially middle and senior talents and excellent professionals) are often difficult to arrive on time, and enterprises have paid high direct and indirect costs for this. In fact, the most feasible way to solve this universal problem is to hire a professional headhunting company. Usually, due to the following factors, enterprises need to hire professional headhunting companies to help hunt for middle and senior talents. 1, the concealment and scarcity of middle and senior talents. Middle and senior talents are valuable assets of enterprises. Most of them have good positions and benefits. Even if they have the idea of job-hopping, they will not easily appear in open talent exchange places. Therefore, in general, they are hidden. At the same time, with the rapid development of economy, new enterprises are constantly emerging, all of which need a large number of middle and senior talents and excellent professionals. The concealment and scarcity of middle and senior talents determine that the search for middle and senior talents and outstanding talents must rely on the help of headhunting companies. 2. Headhunting companies have rich talent information resources. Headhunting companies focus on finding and recommending talents and have a rich talent pool; Have a deep understanding of certain industries and a broad understanding of certain talents from quality to cost; Have a professional talent search technology. In this way, they can quietly find the target talent group they need in the market. 3. Headhunters can provide objective suggestions for customer management. Headhunting is a time-consuming and sensitive process. Headhunting companies can help customers correctly evaluate their expectations for the positions they are recruiting, re-examine their reporting paths in the organizational structure, and determine an actual entry condition and salary. Headhunting consultants provide objective and true feedback to interviewees in time and make suggestions to customers in time. As an expert in recruitment, headhunting consultants can conduct effective background investigation on the interviewees, and get information about the interviewees' past work performance and background from relevant people or even those who are unwilling to express their opinions. 4. Ensure the effectiveness of the cost. On the one hand, countless experiences have proved that headhunting companies can often save time, effort and money compared with other recruitment channels. A considerable number of clients who use headhunting companies find headhunting companies after failing through other recruitment channels. On the other hand, headhunting companies know the market situation of senior talents' salary, and can advise customers to pay suitable salary to qualified candidates, which can help customers negotiate employment conditions. 5. The need for confidentiality. The recruitment of middle and senior management positions is often highly confidential. Inside the company, top management often doesn't want employees to know the company's plans to recruit top positions, especially when existing employees are replaced. Outside the company, the company generally does not want peers, especially competitors, to know the latest trends of the company. For middle and senior talents, interviewing in a confidential way will not hurt their existing careers.