The Service Scheme of Bos Headhunting Company

Headhunters in Henan are divided into four service schemes according to customer needs: (1) service mode:

Mainly for senior positions with annual salary100000 or above. According to the difficulty of job hunting, we will apply for a job through various channels such as talent pool, enterprise information resources and part-time hunter resources, and recommend suitable candidates for enterprises within 15 to 20 days through interviews, selection and professional evaluation of human resources experts. We will have a three-month guarantee period for the recommended candidates who are hired.

(2) Charge standard:

The overall service fee is 65438+ 0/3 of the annual salary of the entrusted search position (for positions with low basic salary and high commission). When signing the contract, 1/3 of the overall service fee is used as the search entrustment fund (used to ensure the real recruitment of the position entrusted by the client, prevent the intellectual property of the recommended person from being stolen in the name of recruitment, and also used to pay part of the search expenses), and the balance is paid within one week of the candidate's employment.

(3) Advantage analysis:

This is the most common headhunting service way, and you can get the corresponding value service at a relatively reasonable cost. It has a good guarantee in timeliness, accuracy and applicability.

(4) Applicable enterprises:

It is suitable for the high-level talent demand of enterprises with certain strength. (1) service mode:

Clients designate specific enterprises or specific candidates, and our headhunting consultants hunt for suitable talents for clients by professional means.

(2) Charge standard:

The overall service fee is 25% of the annual salary of the position. One third of the overall service fee will be charged as the search commission when signing the contract, and the rest will be paid within one week of the candidate's appointment.

(3) Advantage analysis:

It avoids the direct friction between customers and competing companies, and also avoids the difficulty of negotiating treatment between acquaintances, and improves the success rate of poaching with the company's good reputation and persuasion skills.

(4) Applicable enterprises:

Enterprises with standardized management, good prospects, clear candidates' goals and inconvenient direct recruitment. (1) service mode:

For customers who need a large number of people and need middle and senior talents for a long time, the service quality can be close to or even better than that of ordinary headhunting projects by paying the basic commission at one time, and the overall cost is lower than that of ordinary headhunting projects. The service process is close to the ordinary headhunting project, the cost is lower than that of the ordinary headhunting project, and the effect and guarantee are better than that of the ordinary headhunting service. Strengthen the pre-enterprise inspection (foreign enterprises need on-the-spot inspection), fully understand the actual situation and cultural atmosphere of enterprises, and improve the understanding accuracy of needs; Set up a professional team, set up a special talent pool for customers in advance, and prepare the talents needed for customer strategic adjustment in advance.

(2) Charge standard:

The basic commission fee is determined according to the positions and the number of positions entrusted by customers. For the overall service fee, the customer only needs to pay 25% of the corresponding annual salary (determined according to the annual salary and the number of posts).

(3) Advantage analysis:

Because of their deep understanding of each other, the accuracy of recommendation is very high; Based on the professional team and exclusive talent pool, the search efficiency has been greatly improved; The average cost is lower than a headhunting service, which greatly saves the cost of introducing talents for customers, and at the same time obtains the same service quality as standard headhunters at a relative cost; Customers can get long-term talent support.

(4) Applicable enterprises:

First of all, it is an enterprise that wants the company's reputation to be fully trusted; Enterprises that need more positions (or numbers), such as department managers of newly established companies or multiple positions to search for positions above senior professionals; Enterprises with good development momentum and long-term need to supplement talents; Group enterprises. (1) service mode:

Usually, for middle-level positions with an annual salary of less than 60,000, according to the position requirements provided by customers, we will search for talents through various low-cost channels to obtain corresponding talent information, and recommend excellent candidates after screening interviews to customers within 15 to 20 working days. If the level of talents you need is high or scarce, you'd better use headhunting service to help you, which can save your time, reduce the trouble of affecting the project progress due to the lack of talents, and reduce your actual labor cost.

(2) Charge standard:

The cost of agency recruitment is relatively low (compared with headhunting service), and it is usually aimed at middle-level positions with annual salary below 60,000. The overall service fee is two months' monthly salary entrusted to find a position. When signing the contract, 60% of the overall service fee should be paid in advance, and the balance should be paid within one week of the candidate's appointment.

(3) Advantage analysis:

Make full use of the company's vast talent collection channels, reduce the high investment of all headhunters, reduce the cost of introducing talents by employers, and let customers make full use of the talent search network established by professional headhunters to solve the problem that enterprises can't find talents, so as to achieve the goal of getting twice the result with half the effort. The cost is very low and there is almost no cost risk.

(4) Applicable enterprises:

Enterprises that can spare a lot of time for interviews and personnel surveys, have strong personnel screening ability, do not need talents urgently, and pay great attention to recruitment costs.