Who knows the development history of the global headhunting industry? The more detailed the solution, the better.

Headhunting companies are mainly looking for senior management talents and professional and technical talents for enterprises, and they are also service organizations looking for senior talents for enterprises. They generally engage in two types of business: one is to search for specific talents for enterprises; The second is to find jobs for senior talents.

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1 headhunting interpretation

2 ancient historical legends

3 the origin of "headhunting"

4 headhunting history

5 headhunting company's operating procedures

6 headhunting service principle

7 Six rules of headhunting industry

Choose 8 advantages of headhunting service.

Headhunting Company —— An Interpretation of Headhunting

The word "headhunter" is actually translated from the English word "Headhunting", which literally means to hunt heads, that is, to hunt the wisdom and knowledge in people's minds. Headhunting has many meanings now.

The "hunting" of headhunters is hunting, searching and catching.

Head of headhunter: two meanings. First, it refers to the mind, which represents wisdom, ability, patent and professional knowledge; Second, it refers to the leader, the leader of a group, and is extended to the senior management of the enterprise or the operator of the enterprise. The combination of "hunting" and "head" is to find and capture senior talents with professional skills or high-level management ability for others (customers). Broadly speaking, it refers to the industry of searching and hunting for talents. For example, he is a headhunter. In a narrow sense, it refers to the individual or behavior of searching and hunting for talents, such as he is engaged in headhunting. Accurately speaking, it is the act of accepting the entrustment of the employer and looking for talents in the market according to the conditions of the employer, which is called headhunting.

In short, the word "headhunter" is a vivid and appropriate metaphor for recruiting talents.

In practice, the whole process of finding talents and achieving successful recommendation according to the standards of employers is called headhunting service.

In this process, people who participate in (or assist in) completing the headhunting service process, such as providing talent information, conducting talent search, researching talents, or persuading talents to change jobs, are all headhunters. We also call hunters who search for talent professional hunters or talent detectives, also known as talent detectives.

Composed of several hunters, the organization that often provides headhunting service for employers is a headhunting company; People who provide talent information to headhunting companies from time to time are called amateur hunters.

Headhunting is the main business of private talent agency. If most private agencies can't do headhunting well. Then this institution cannot exist for a long time. Because all other businesses are carried out with the help of headhunting business. What's more, the headhunting operation mode can really bring development opportunities to employers and talents.

Headhunting Company —— An Ancient Historical Legend

About the origin of headhunting, the most popular saying is: It is said that in the ancient primitive tribal times, there was a cannibal tribe. Whenever the war ends, they will cut off the enemy's head and bring it back to the tribe as a trophy, hanging it in the tribe, which not only shows off their strength, but also effectively shocks the enemy. Later generations called this kind of behavior "headhunting". Although the word "headhunting" has some primitive barbarism, mystery and horror in the historical development, in modern society, "headhunting" has been completely given a new meaning, branded with a new era, and willing to have distinctive characteristics of the times.

Headhunting Company —— The Origin of Headhunting

"headhunting" is used to refer to finding and recruiting talents, but that was after World War II. After World War II, the United States rose rapidly and its economy developed rapidly. One of the important reasons is that they hunted a large number of high-quality prisoners of war from the defeated countries and brought a lot of wealth to the United States. With the development of economy and civilization, especially in modern society, the competition between people and land is becoming more and more fierce. As a result, smart businessmen turn selecting talents for enterprises into out-and-out commercial activities, and get fees from them. Headhunting has really developed into an industry and an important part of modern society. After World War II, the United States, as one of the major victors, not only collected the "hardware" of the defeated countries, but also spared no effort to hunt for the "software" of the advanced technology of the defeated countries, especially those elites who mastered advanced technology. At that time, people often called this process "headhunting". The embryonic form of the earliest headhunting company can be traced back to the "commando team" during World War II.

In World War II, before the end of the war, President Roosevelt asked the National Director of Science and Technology for advice: "What should we do after the war?" At that time, the director of science and technology, Bush, wrote him a report: Science and technology-endless frontier. The report pointed out that science and technology have enormous and unlimited potential, and it is necessary to take some special measures to attach importance to scientific and technological talents and develop this potential. This special means is to form a special force to bring the scientific and technological elites of the defeated countries to the United States and let them flow to the United States.

In this way, the "Yi Commando" came to Germany with a secret mission. After hard work, many famous German scientific and technological experts were captured one by one, including Hahn, the most famous atomic energy expert, and von Schlaun, a rocket expert.

After these experts captured by the United States arrived in the United States, a considerable number of people, including Schlaun, became American citizens and became officials in the United States, which played an extremely important role in American space science and technology. It is because of the use of German rocket expert Hilaun that the United States enabled their three astronauts to successfully send rockets to the moon. Therefore, it can be said that "Yi Commando" is the earliest "headhunting company" of the US government.

Headhunting company-the development history of headhunting

Headhunting companies first appeared in the United States after World War II. According to the estimate of Hunter-scanlon, a Connecticut-based headhunting consulting firm, the income of global headhunting companies has tripled recently, reaching only $3 billion in 1993, and it is expected to reach 8.3 billion yuan in 2000. Like traditional industries, this industry has also produced many giants, such as Kom/ferryinteminternational, HeidrickStrugglesInternational, SpencerStuart, Glory International and so on.

In developed countries such as Europe and America, many headhunting companies have close ties with multinational companies, and some headhunting companies even follow multinational companies around the world to act according to the needs of enterprises at any time. When IBM was at a low ebb, the headhunting company invited Mr. Guo Shina as the new president, which made the company develop rapidly. Carlyton Fiorina, the new head of HP, has also been poached by headhunters.

In foreign countries, the job-hopping of top managers is often the result of headhunters, otherwise it is difficult for enterprises to believe in the qualifications and talents of candidates. The credit evaluation of candidates is an important business of headhunting companies, and job-hopping also originated from the mediation of headhunters to show his status and value.

Now, headhunting is the main business of talent agency. During the period of 1998, Cohen/Ferry, one of the largest headhunting companies in the United States, achieved annual income of several billion dollars worldwide. In the gross national product of Japan 1998, the fastest growing industries are communication and human resources. Among many employment agencies, the annual turnover of Baoshengna Company and Cullert Company has reached several billion dollars. In Hong Kong, there are 1200 registered intermediaries.

With the increasingly open economy, enterprises in China are facing increasing competition. Especially with the acceleration of China's entry into WTO, China is facing more and more international competition, and the means of competition brought by it are becoming more and more international. As a tool widely used by international enterprises to tap talents, headhunting companies have also boarded the desks of business managers in China from Borapin.

Headhunting company-the operation process of headhunting company

head-hunting company

1. Develop insiders and establish a part-time headhunting team.

Headhunting companies generally need to establish a part-time headhunting search team to collect a large amount of talent information through various means. Part-time headhunters have a wide range of sources and different components. Part-time headhunters of headhunting teams often haunt various trade associations, senior talent salons, cocktail parties, clubs and so on. , trying to network the best talents in various fields into their own roster.

2. Draw up a "body shape goal" and go hunting in all directions.

In the first step, when the customer comes to the headhunting company to put forward the talent demand, clarify the talent level and explain the qualifications and experience that the required talent must have, the headhunting company will immediately query all relevant talent files in the computer and draw up the "body shape goal" as close as possible according to the target candidate. At the same time, "hunters" will comprehensively, quickly and quietly grasp the customer's situation, including the scale, products, equipment, internal coordination and cultural background of the enterprise, from the housing system, shuttle bus time to business policy, and quickly grasp all the details, even the temper, personality, way of doing things, work characteristics and his closest friends entrusted to the enterprise.

The second step is to determine several key hunting targets according to the talent "body target". The headhunting company will test these candidates. The talent evaluation system of American headhunting companies is very advanced. Through multiple aptitude evaluation and personality test, the basic abilities of the subjects, such as comprehensive ability, language ability, mathematical ability, analogical reasoning ability, psychological endurance, professional accomplishment, creativity and management ability, are accurately investigated, and the suitable jobs for the subjects are displayed. In addition, the headhunting company will also examine the performance, interpersonal relationship and work performance of these candidates in the original unit through various relationships, including professional tenure, scope of work responsibilities, how many people are in control, how much money and how much goods are dispatched, and so on. At this point, the intense and planned "hunting" activities came to an end.

3. Clever lobbying was conducted to facilitate the transaction. Next, the headhunting company should launch clever lobbying to impress and convince the target candidates from the aspects of salary, self-worth pursuit and embodiment, so as to facilitate the transaction. The responsibility of headhunting companies is to search for the target, take the initiative to attack, and try their best to dig out "prey" from the work unit and supply it to customers, so as to reach a pleasant talent transaction.

For "headhunting companies", headhunting companies charge fees regardless of whether customers find their favorite "prey". If the transaction is successful, the headhunting company can also earn a commission from the customer, which is equivalent to about 30% of the annual salary of the hired person in the first year. If the annual salary is high, the proportion may increase to 60%, or even 100%. However, there are exceptions. For important clients, headhunting companies sometimes make an exception to provide all-round free services, which can also be said to be a big secret of the operation of "headhunting companies"

American headhunting companies are very professional: some recommend talents for financial institutions such as Wall Street; Provide professional services for high-tech companies and provide expert talent information; There are also those who specialize in finding CEOs for big companies. On the other hand, while ensuring the total headhunting business, headhunting companies are striving to improve the business volume of personnel salary design, personal career design, talent research, information services and so on.

The practice of headhunting companies proves that whether a company can win depends not only on the number of its main business, but also on the number and quality of the additional services you provide for the enterprise, and it is precisely these additional services that often become one of the important chips to win in the competition.

At present, the annual income of the global talent agency industry has reached $654.38+000 billion, with North America accounting for $4 billion. Among them, the output value of well-known headhunting companies such as Brilliant International in the United States is several billion dollars a year. At present, they have set up more than 70 offices around the world with thousands of employees. For China, headhunting company is a promising career.

Headhunting Company-headhunting service Principle

Enterprise:

Enterprises that don't talk about honesty don't pick it up;

Enterprises that exist in name only and have chaotic management do not pick up;

Enterprises that do not respect talents and infringe on the interests of talents do not pick up;

Enterprises without development strength and development prospects will not take it.

Talent:

Staff involved in national security or important secrets do not hunt;

Those who have bad professional records and cannot be honest and trustworthy do not hunt;

People who harm others and benefit themselves, have low conduct and are despicable do not hunt;

Those who are fraudulent, mercenary and duplicitous do not hunt;

Those who have bad hobbies and do not abide by professional ethics do not hunt;

No hunting suspected of violating the law and discipline;

Those who have a glib tongue, buy mystifying, and frequently jump ship don't hunt;

Arrogant, controlling and supercilious people don't hunt;

Talent without virtue, virtue without talent, virtue without value without hunting;

People who are eager to find a job can do anything without hunting.

Headhunting Company-Six Rules of Headhunting Industry

I. Rules of confidentiality

Speaking of confidentiality, this is the necessary common sense and professional ethics for headhunters. Therefore, many times, when interviewing a headhunter, media reporters will ask if they can reveal the development of some high-level personnel after being hunted and the changes in the enterprises they went to for a period of time. However, due to the principle of confidentiality, the interviewee declined politely. Because this involves not only the business secrets of headhunting consulting companies, but also the business secrets of customers, including the secrets of the candidates themselves. Therefore, as a headhunting company, once the client has signed an entrustment contract. Then headhunters naturally have the obligation to keep secrets for their customers. Otherwise, once the secret is leaked, the consequences will be unimaginable.

Therefore, the confidentiality rule has become the first industry rule of headhunting business, so how to do a good job of confidentiality? Headhunters think it is necessary to formulate a confidentiality system and design a confidentiality procedure.

1, don't let others know, know, don't tell others (don't say);

2. All written things that are not allowed to be seen by others are coded (not written);

3, the talent information database should be encrypted, and controlled by a special person (not exposed);

Now focus on the code form in security measures.

The adoption of code is a confidential form for headhunters to submit materials to customers instead of names, contact numbers and related contents, and it is also the code of customers and legal persons when conveying employer information to subordinate headhunters.

Because the relationship among headhunting companies, clients and candidates is extremely subtle, the appearance of code names can properly handle their relationship.

Second, the agreement rules

Agreement rules are an important part of the smooth development of headhunting business. As we all know, in headhunting service, it is necessary to make a statement without substance and with evidence. But also strive to require legal persons to personally put forward the standards and conditions of headhunting. Therefore, there is a saying that "no legal person is seen, no agreement is signed".

In the process of headhunting service, many aspects that customers should finalize first, such as job description, salary standard, working conditions, qualifications, etc., should be reflected in words. Otherwise, what is the standard to measure whether the quality of headhunting service is up to standard? That's why there is a saying that "no contract, no business".

Third, the price rules.

As far as the price is concerned, it is not the secret of the headhunting company. People who know the headhunting industry basically know that the headhunting fee is the annual salary of the hired talents 1/3- 1/4. In other words, the cost of headhunting is equivalent to three months' salary for a certain position, which is really a big expense for ordinary enterprises.

More importantly, headhunters often do not reach an agreement according to the salary standard expected by employers, and often have to raise part of the original salary of business owners, which is unexpected by some bosses.

This is because the headhunting business has a price floor. Below this price, headhunting companies can't take orders. The minimum price floor for hunting a talent in the United States is $60,000; A minimum of HK$ 60,000 in Hong Kong; At present, several well-known headhunting companies in China have put forward the lower limit of 60 thousand RMB.

For some famous big companies in the world, price floor is much higher than this. For example, Guanghui international headhunting company requires service units to have an annual salary of more than 250,000 US dollars; Clients served by Morgan Bank headhunting company require an annual salary of at least $200,000; Spencer/Stuart International's annual salary is at least $654.38 million.

Fourth, protection rules.

Protection rules are industry rules that a professional headhunting company must abide by in order to show respect and responsibility to its customers. This aspect mainly embodies two points: first, the special delivery of talents; The second is not to dig customers.

The so-called "talent delivery" means that the headhunting company can only recommend one candidate to the customer, but not the information of one candidate to many companies at the same time. This is a responsible approach to customers. Even if the candidate is not selected by the enterprise, it will take half a year to recommend it to other customers.

One person sells two or one person sells more. Its biggest failure is that once it is seen through by customers, it is almost impossible to gain the trust of these customers in the future. Generally speaking, the headhunting companies that do this are not professional headhunting companies.

For "not digging customers", it means that once the employer entrusts a hunter and hires the hunter, he becomes a customer of the headhunting company at this time. As for the talents used by customers, headhunting companies can no longer poach them from here. Otherwise, it is an apple and a pear. Therefore, the general headhunting company has a promise not to dig people from the inside for one year, two years or three years.

On the other hand, once the customer is satisfied with the talents he sent, he will entrust the headhunting company to find the second and third place and become a stable customer of the headhunting company. Why dig it out from here? The headhunting companies that can do this must be black households who don't know how to do it, or novices who have just entered the business.

Five, the satisfaction rule

Satisfying a rule is also called a replacement rule. As a headhunting company, the service provided to customers must satisfy them. Otherwise, it will be a draw water with a sieve, which will seriously affect your reputation.

Now we all know that when we buy some big items, the merchants or manufacturers will give us some promises of warranty, replacement and return. As the service provided by headhunting companies to customers is also an intangible product, how to ensure the quality of this intangible product for customers depends on the service concept of headhunting companies.

Therefore, when a candidate goes to work, if he is not approved by his boss, or his immediate superior is dissatisfied, or he is unhappy with the cooperation with other shareholders, then there will be the possibility of replacement and refund, because the reputation is accumulated from the quality of service.

However, in general, after the customer is dissatisfied with the candidate, the headhunting company will immediately start a new round of search until it finds a new satisfactory candidate. The replacement period is the same as the probation period of talents, and the longest is no more than three months. No matter who fired the client or the candidate, the headhunting company should provide the client with a new candidate.

Sixth, the principle of legality.

If a headhunting company wants to survive for a long time, in addition to strict reputation and quality assurance, there is also a law-abiding. Then how to operate according to relevant national laws and regulations; How to keep secrets for customers; How to solve the collective job-hopping of talents; How to legally help applicants quit their original units requires headhunting companies to provide services in strict accordance with relevant national laws and relevant personnel policies. Every headhunter should have a strong legal concept and be familiar with Enterprise Law, Company Law, Labor Law, local talent market regulations and related personnel policies, otherwise the headhunter will be involved in the lawsuit carelessly, and the loss will be great.

Headhunting Company-Choosing the Advantages of headhunting service

head-hunting company

1, the cost is low, and many enterprises have not made detailed calculations.

For senior talents with an annual salary of 6.5438 million, the headhunting service fee is only about 30 thousand yuan. And if an enterprise uses a human resource person, it will cost about 30 thousand yuan a year on average. But can they find the senior talents that enterprises need in a relatively short time? The annual office expenses and recruitment expenses of the human resources department are tens of thousands or hundreds of thousands of yuan, and the recruited personnel may not always satisfy the enterprise. Therefore, the cost of headhunting is far lower than the salary and recruitment cost of the enterprise itself, so many international companies outsource the recruitment of human resources to headhunters.

2, short time, to prevent the project abortion.

At present, most headhunters need 2-3 months to complete the order, but for some senior positions, enterprises themselves can't find suitable talents for a year or two. As a result, many projects can not be operated or aborted because key talents can not be put in place in time. Which is more important, the cost of headhunting?

3. The quality of talents is guaranteed.

For employers, most of the talents in the talent market (job fairs and newspaper advertisements) are mobile talents, and there are very few senior and special talents. Headhunting companies should select talents through quality evaluation, performance verification, expert appraisal and computer evaluation. What's more, it is selected from the elite talents recommended by many hunters who are most suitable for customer requirements.

4. The talent background is very clear.

Headhunters should make a thorough investigation on the background of candidates, and even some talents have been followed by headhunting consultants for more than one or two years, and almost all their information and development trends have been mastered.

5. Reserve forces are always available.

In addition to providing clients with the candidates they need, headhunting companies should continue to look for qualified candidates in case of emergency.

6. Reservation scheme

Headhunters hope that every talent they recommend can cooperate with customers for a long time, so they will combine the actual situation of each talent and the needs of enterprises to make plans for retaining and employing people for customers.

7. Directional poaching and resignation.

After you meet the talents of other enterprises, it is not suitable for direct contact, so you can use headhunting to solve it; Why not find a headhunter to find someone who doesn't want to stay in the company and can't speak directly? You can have the best of both worlds.

8. Human resource consultant

A professional headhunting consultant must have rich experience in human resource management and absorb the essence of the concept of employing people in order to be fully qualified as your human resource consultant.

9, understand the industry salary and development trend.

When you and headhunters become partners, you can always consult headhunters about new salary trends and industry development trends.

10, talent guarantee

Any professional headhunter has a promise that it is not allowed to dig people inside the client for a certain period of time (several years), so once you become a headhunter's client, the headhunter will not dig people inside your enterprise, thus protecting your talents.

Headhunting company is a good place to gather talents!