Current situation of headhunting company industry

It is reported that there are tens of thousands of headhunting companies in the headhunting market in China, and the number of headhunters exceeds 500,000. The core problem that affects the large-scale development of headhunting companies is the lack of headhunting talents.

On the one hand, headhunting companies help enterprises to solve the problem of difficult talent recruitment, on the other hand, headhunting companies themselves are very short of talents, which is very incomprehensible to headhunting laymen, and the headhunting industry is really fighting for the poacher between various peers every day.

Any industry has an average profit in the industry, and it is common sense to charge 30% of the applicant's annual salary. Even if the charging ratio is adjusted due to domestic industry competition and cost, it should never be lower than the operating bottom line of 20%. Otherwise, headhunting companies cannot make reasonable profits and maintain normal operations. Those who can receive less than 20% must be nonstandard low-end headhunters. They don't have to consider brand building, sustainable management and team building, they can vote and count.

The accumulation scale of talent pool must not be the main index to judge the service ability of headhunting companies, but the core competitiveness of headhunting companies lies in the "hunting" ability of active search and mining. Many customers who don't understand the original intention of headhunting will ask headhunting companies to provide resume information to their customers before confirming their formal cooperation intention, so as to judge the ability of headhunting companies. Some small headhunters who also don't understand the original intention of headhunters or headhunting companies and face operational pressure will cater to customers' unreasonable expectations, provide resumes in advance, and even fabricate resumes according to customers' job requirements, and cooperate with some bad candidates to deceive customers. Headhunters who provide resume information to customers before determining the formal intention of cooperation are not good headhunters.

Insisting on collecting advance payment is an industry rule. The significance of advance payment lies in identifying the real recruitment intention of customers, improving cooperation, preventing customers from marrying multiple women and making up for the expenses of headhunting companies. Without advance payment, none of these meanings can be discussed. Headhunting companies with poor business conditions can't take care of that much. Giving up the advance payment, striving for orders and solving the problem of food and clothing are their first choices.

Foreign headhunters often sign exclusive headhunting service agreements. In China, companies often sign contracts with a number of headhunting companies and provide high-end talent search services. At this time, headhunting companies are not only fighting for the quality of talents, but also the speed is often more important: headhunting companies that find talents first will get more attention from enterprises, and headhunting companies with high speed will submit their resumes to enterprise HR, and HR will arrange interviews when it feels that this resume is suitable. Qualified headhunting companies can only sigh: talents have already joined the company. The pursuit of speed by headhunting companies often lowers the requirements for the quality of talents, and there is often a phenomenon of "fighting in groups".

Some people say that the headhunting market in China will be severely impacted by the financial crisis, but the reality tells us that the headhunting market in China is still very hot, and the headhunting industry will still start a prairie fire like a bonfire. In fact, headhunting companies do not lack customers, because excellent talents are always scarce resources, which is the fundamental reason for the existence of this market.