Why is the headhunting fee so high?

In particular, many executives or business leaders in charge of recruitment, with the help of headhunting companies, find it necessary to pay a considerable headhunting fee after recruiting suitable candidates. The high headhunting fee will make many hiring managers frown. Why do you feel this way? I think the main problem lies in the way and time of headhunting fees-in the highly competitive field, many headhunting companies adopt a completely "unsuccessful, no fee" approach. So when the company finally receives the expense bill, many companies have forgotten that the headhunting consultant provided timely help at his most critical time: the company forgot the loss caused by the departure of a marketing director; The company forgot the backlog of goods and customer complaints caused by the vacancy of the original freight supervisor after he was promoted to regional vice president; The company forgot that the existing programmers and engineers threatened to leave without a new project manager because they were overwhelmed; The company forgot that the headhunting consultants took on a lot of search work without any advance payment, and these headhunting consultants took on all risks (legal and financial). Many searches may end up with no results (the company changes its recruitment plan, there is no suitable candidate, etc.). But headhunting consultants will spend a lot of time and energy because of the' urgent requirements' of customers. Take Booz headhunting as an example. Headhunting consultants in the company search, telephone, socialize, interview, screening and background investigation. In short, after reading dozens or even hundreds of resumes or candidates, I finally chose 1-3 best people to give to my clients. In this process, they will also study and revise the requirements and direction of the position with their clients. If they still have to spend time visiting the client's company, communicating with the person in charge of recruitment and understanding the culture, goals and team of the client, they will spend more time and energy. All these efforts are aimed at finding a candidate who may be valued by enterprises. To put it bluntly, the consultant is making unremitting efforts for the "possible" result. Everything may be' free' or' ineffective' labor, until ... the company sends out the admission notice, the candidate accepts the admission notice, the new employee starts to work, and the headhunting consultant slowly moves backstage. In the next few weeks, as a hiring manager, you may find yourself a talent who can really bring benefits and help to the enterprise and feel that you are a good bole.