What are the main forms of headhunting companies?

Abstract: Headhunting company is a common name of "senior management agent recruitment agency". An external recruitment channel. Organizations that serve to recruit top management talents and key technical positions. The main forms are: employee system, partner system, soho system and so on. Generally speaking, the process of headhunting company is to understand what kind of talents the enterprise needs first, and then screen them according to the needs of the enterprise. After screening and contacting talents, recommend talents to companies in need. Let's take a look at the introduction of headhunting companies. First, the main forms of headhunting companies

Employee system

Like ordinary companies, in an office building, recruiting a group of energetic hunters, attacking everywhere and looking for prey, this model is relatively slow and steady, and there will be no sudden explosive growth.

partnership

That is, every employee who joins becomes a partner of the company after meeting certain conditions, from junior partner to intermediate partner, and then to senior partner and top partner. The permissions corresponding to these levels are the same. Everyone regards himself as the boss, but the difference is that the profit distribution is different every year. The higher the level of partners, the more income they get. This model is widely used abroad, and many headhunters in the top 10 in the world adopt this system.

Soho system

It is a new model. The characteristics of this model are: employees can work at home, and the company has a writing room and a meeting room. If necessary, they can go to work in the company. Employees have a high degree of freedom, which is mainly restricted by the commission system. They have no social security, low salary and high commission, are easy to manage and are not afraid of the financial crisis. They can expand and contract at any time to form their own school. Most small headhunting companies with two or three people are of this type.

Second, the main work content of headhunting company

1, responsible for analyzing customer information in target industries and studying customer needs;

2. Be responsible for market expansion, establish entrusted recruitment agreements with customers, and maintain good customer relations;

3. Collect and analyze the detailed information of customers' recruitment needs, and implement effective recruitment actions;

4. Confirm the required ability and qualification of the position from the customer's recruitment demand, analyze the market, and establish the direction and goal of the search;

5. Instruct assistants to use effective tools to search and screen candidates in a planned way;

6. Accurately convey the recruitment needs of customers, interview and evaluate candidates, and determine suitable candidates through effective matching work;

7. Conduct salary coordination and negotiation for candidates.

8. Follow-up service for all successfully completed projects. The main purpose of the post-follow-up service is to make the recommended candidates better integrate into the enterprise. On the other hand, we also hope that through this exchange with insiders, we can better understand the enterprise, so that the follow-up recommendation for other positions can be more in place.

Third, the service process of headhunting company

Preparatory cutting

The first step is contact.

First of all, the professional headhunting consultant of the headhunting company communicates with the customer initially to understand the initial recruitment needs of the customer and judge whether the position required by the customer needs headhunting operation. Introduce the basic situation, charging standard, service process and headhunting service advantages of headhunting companies to customers.

The second step is to communicate with each other.

Headhunting consultants will contact and fully communicate with customers, and gain a deep understanding of the details of the client company, such as corporate culture, operating conditions, organizational structure, development strategy, management style, etc. , and thoroughly understand the salary, job responsibilities, quality and skills requirements and career development prospects required by customers. And work with the enterprise to formulate the enterprise commissioned hunting instructions.

The third step is job evaluation and analysis.

After fully communicating with customers; Both sides have a very deep understanding. Headhunters will also establish a preliminary talent model, investigate talent resources and evaluate the difficulty of the position to determine the difficulty and time of finding and the feasibility of the whole headhunting project.

The fourth step is to sign the contract

After the above work is completed, the headhunter will negotiate with the customer on the specific matters and conditions related to the headhunting project, and after reaching an agreement, the two parties will sign a contract.

Search stage

After reaching an agreement with the customer, the headhunter began to enter the formal search stage.

The first step is to select the search scope.

First, determine the search scope according to the position required by the customer. Generally speaking, there are two channels, one is the senior talent pool of headhunters themselves, and the other is the extensive part-time headhunting team and partners of headhunting companies to conduct interviews from related industries. For some major entrusted projects, do research reports in this industry.

When looking for target candidates, we will first determine a range to include the most likely target enterprises and target candidates in our search list, usually between 40 and 80 targets.

Headhunters have nearly 10,000 HR manager relationship channels and a wide range of information sources, which provide very accurate and valuable information for headhunters. This stage reflects the professional level of headhunting service.

The second step is preliminary screening.

After determining the target, the headhunter will conduct a preliminary background investigation on the target candidate in various ways to determine the approximate reliability of his qualifications, and contact and communicate with him to understand the candidate's situation and job-hopping intention. Inappropriate candidates are quickly eliminated, and according to the different positions entrusted, about 5- 10 candidates are generally left for the next meeting.

Interviews and tests

Headhunters will interview the selected candidates, keep close contact with them and further grasp the situation of the candidates. At the same time, it also allows candidates to gradually understand the situation of headhunters and customers, and strive for the trust of candidates in order to carry out the next work.

In some cases, if necessary and possible, headhunters will try their best to persuade candidates to accept corresponding professional interviews and assessments.

At this stage, headhunters will keep close communication with customers and communicate with customers at any time.

The fourth step is a preliminary background check.

After repeated contact with the candidates, determine the candidates (3 ~ 5 people) who may be recommended to customers. Headhunters will conduct a preliminary background check on the candidates who meet the preliminary requirements, understand the general authenticity of the candidates, and recommend the candidates who have passed the preliminary background check to customers.

Recommendation stage

The first step is a preliminary interview!

When the headhunting company confirms some suitable candidates, they will provide the information and evaluation report of the candidates to the customers, solicit their opinions and arrange for the candidates to meet with them. The headhunter will carry out the next step according to the customer's requirements.

Step 2: In-depth background investigation.

For the candidates who pass the preliminary interview with customers, we will conduct in-depth background investigation on the candidates. The background investigation report will objectively, fairly and truly reflect the details of the candidate's professional history to the client as a reference for the client to interview and inspect the candidate in the next step.

Step 3: In-depth interview

For high-level positions, clients, candidates and headhunters will be extremely cautious. Clients and candidates should have at least two or more interviews and tests; Candidates will also have a deeper understanding of the client company, such as visiting the client company and meeting different people.

During this period, the headhunting consultant will keep in touch with both parties at any time, constantly coordinate their positions and try their best to help them reach an agreement.

The fourth entry negotiation

When the two sides basically reach an understanding, they will start substantive negotiation steps, mainly to confirm the basic rights and obligations of both sides, such as the salary and treatment of candidates, including basic salary, bonus, subsidies, holidays, insurance, housing, transportation, stocks, options and so on. , as well as the goals and other requirements that the enterprise requires the applicant to achieve. The headhunter's consultant will coordinate the two sides in the middle.

If the candidate and the client reach an understanding and the two sides sign a contract, the headhunting work will be completed. Of course, headhunters will also provide customers with a three-month talent guarantee period;

follow-up service

Headhunters will follow the candidates for a period of time after they join the job, so as to know the situation of the candidates in time, eliminate misunderstandings between the two sides in time and evaluate their work.