What is the job of a headhunting consultant?

What is the specific job content of headhunting consultant?

Responsible for customer information analysis of target industries and study customer needs; Be responsible for market expansion, establish entrusted recruitment agreement with customers, and maintain good customer relationship; Collect and analyze the detailed information of customer needs from customers and implement effective recruitment actions; Confirm the required ability and qualification of the position from the customer's recruitment demand, analyze the market, and establish the search direction and goal; Instruct assistants to use effective tools to search and screen candidates in a planned way; Accurately convey the recruitment needs of customers, interview and evaluate candidates, and determine suitable candidates through effective matching; Coordinate and negotiate candidates' salaries; Follow up the projects successfully hired by the service, so that the recommended candidates can better integrate into the enterprise. The specific work of headhunting consultant includes: candidate screening and interview evaluation, promoting customer interview process, assisting customer offer negotiation and employment signing, candidate background investigation, entry arrangement and post-follow-up, etc.

1, to understand the customer's talent needs (orientation, target enterprise, same industry, same experience and other special requirements); Negotiate contracts and communicate specific talent portraits with customers on the talents they need, and conduct preliminary analysis and positioning of positions; Responsible for collecting and analyzing customer information in the industry, studying customer needs and providing valuable customer service;

2. Multi-dimensional understanding of positions entrusted by customers (salary, benefits, working environment, job responsibilities, requirements, etc.). ), evaluate the difficulty of recruitment (the target company digs people or meets the recruitment requirements), investigate and ask the reasons for the real demand of the position (preparing for new or supplementary personnel), and gain a deeper understanding of the enterprise;

3. Carry out preliminary resume screening according to the urgency and difficulty of the position (evaluate the position and choose a relatively suitable recruitment channel and method, etc.). ); In-depth industry search, more complete enterprise mapping and customer resource accumulation in the industry through various channels.

4. According to the understanding of the job information, select the appropriate candidate for telephone communication, understand the degree and purpose of the candidate's job-hopping intention and the current work situation, and provide the professional resume template that the candidate needs to complete as required (you can examine the candidate's intention, cooperation, work efficiency, etc.). ), invite candidates, interview, notify the recommending enterprise, and recommend it to the enterprise after obtaining the consent of the enterprise. Find an average of 3-4 candidates for each position (meeting the requirements of the enterprise) to recommend to the enterprise for reference and give suggestions. Communicate with specific talent portraits, analyze and locate positions in the early stage, judge the main target population and talent distribution, and give some pertinent suggestions to customers according to market conditions;

5. Recommend suitable candidates as soon as new projects come out after the resources are reserved for a certain period of time. Enterprises choose candidates for interviews according to the resumes we provide. Organize and coordinate the candidate interview and participate in the enterprise interview all the time.

6. After the enterprise makes the employment decision, coordinate the salary, welfare, working hours, obligations, rights and date of arrival. According to the requirements of the applicant and the enterprise, draft the employment confirmation letter acceptable to both parties. The Employment Confirmation Letter is made in triplicate, and one copy is given to the applicant after being sealed, and the applicant is informed that background investigation is needed (if the enterprise has special requirements, it can be carried out according to the requirements of the enterprise). Provide the sorted background investigation to the enterprise, and notify the applicant to apply for resignation and take up the post according to the arrival date on the employment confirmation letter (if there is no problem with the background investigation).