Is the headhunting business easy to do?

Someone has been an intern at a headhunting company for a period of time. Now let me tell you my opinion: my country’s headhunting industry has only been developed for about 10 years, with a large number and uneven quality. Whether the headhunting industry can develop well is closely related to whether the Chinese market operates well. Generally speaking, it is quite chaotic. Let me summarize the following characteristics of headhunting companies:

1. The mobility of personnel is very high. Today's headhunting companies prefer to find freshly graduated college students and college students who have just started working. Because the cost of employment is low, good headhunting companies abroad generally hire people with relatively rich work experience. Why this happens? You can refer to the domestic and foreign insurance industries. I have counted the personnel changes of a certain company. In less than a year, more than 50 new employees were hired, but only about 20 people (including old employees) stayed in their jobs. Only a few employees worked in the company for more than a year. At that time, you must know that the company is already very large and the personnel circulation is like this, let alone other companies.

2. Division of labor mechanism. There are only two types of resources of headhunting companies: 1. Employer (customer resources) 2. Talent database

In order to protect these two resources, headhunting companies have adopted a division of labor. A small number of people (Old employees, people trusted by the boss) are responsible for contacting customer resources, and most people are responsible for finding people. This leads to a phenomenon where headhunters who are responsible for finding people often do not have access to client resources. Their work is a bit similar to piecework workers on a factory assembly line, and the incentive mechanism is similar. And even if you are very good, it may not necessarily allow you to have customer resources, because once you have customer resources, it is easy to have the problem of making private orders. If you leave and take away customer resources, it will undoubtedly be a huge loss. Under normal circumstances, the person in charge of customer resources must be trusted by the boss, honest, and have average business ability.

3. Regarding internal competition. Whether internal competition is fierce is closely related to the number of people responsible for a certain area and the amount of customer resources. The more people there are and the fewer resources, the fiercer the competition and the harder the employees work. The elimination rate is also very high. Of course, the boss gets huge benefits, and those who do not meet the standards naturally become cannon fodder. This is also a reason for high liquidity. Of course, the disadvantage is that it is impossible to form a stable team. In fact, the boss only needs to retain customer resources and some old employees. There is little loss in other personnel turnover, and some companies even actively create personnel turnover to control the increase in employment costs.

I have an immature view that headhunting companies are increasingly moving towards the insurance industry in terms of employment. In the headhunting industry, it is a disadvantage if you cannot master customer resources. This is different from Sales in other industries.

I think the following types of people can engage in headhunting work

1 Fresh graduates 2 People with little work experience 3 People who want to learn telemarketing skills