How to cooperate with a headhunting company? What to pay attention to

Looking at today's talent market, it can be said that it is turbulent: the rapid economic development has given rise to a large number of high-level talent needs, but conventional recruitment methods are becoming more and more difficult to work, requiring the help of external forces, thus making headhunting Companies sprung up in a short period of time. Due to the immaturity of the headhunting market itself, these headhunting companies have a mixed bag of good and bad ones, and come up with all kinds of strange tricks, creating a trend of attracting people and making it difficult for employers to choose.

When evaluating a headhunting company, you cannot simply look at its size, years of establishment, and whether it is “famous.” Otherwise, you may make subjective and superficial mistakes. So, how to effectively choose a professional headhunting company? Based on years of experience, Basil.com has summarized the following five killer tips for your reference:

The first tip is to look at the competitive strategy of the headhunting company

A professional headhunting company should be committed to long-term sustainability The business, rather than just earning a commission, is committed to building strategic partnerships with customers rather than just making one-off sales. He will never steal customers with simple low prices, nor will he lower service levels to reduce costs. A professional headhunting company pursues the perfect result of "three wins", so he will never deceive clients or deceive candidates. On the contrary, he will try his best to convey the most authentic and comprehensive information to the other party, and would rather give up a certain position when necessary. order and never do anything that violates professional norms and service purposes. Therefore, competitive strategy and service purpose are the touchstones to distinguish whether a headhunting company is professional.

The second step is to look at the consultant level of the headhunting company

The strength of a headhunting company does not depend on its length of history, its financial resources, or whether it "Famous" depends on the level of its consultants. Professional and high-level headhunting consultants are the most fundamental guarantee for the successful operation of a headhunting company, and are also the most fundamental motivation for employers to purchase headhunting services. For a professional headhunting company, its consultants should have the following basic qualities:

1. Excellent personality

This is a basic quality necessary for any profession, especially headhunting. in this way. Excellent character is the most basic prerequisite for excellent service. Although everyone has different opinions on their understanding of "character", "honesty, trustworthiness, dedication and responsibility" should be the most basic standard for measuring character.

2. Senior industry background

Have a deep and forward-looking understanding of the industry in which they are engaged, so that they can truly understand customer needs and have the same talent as customers need. Language is the only way to effectively select talents for customers; but now some so-called headhunting companies, regardless of the level and knowledge of their consultants, just take orders, take orders first and then understand the industry, which will definitely make it difficult to achieve the ideal service results.

3. Rich social experience

Headhunting consultants can only have a certain social experience to have a correct insight into human nature and understand life. Whether a candidate is suitable for a company depends not only on skills, but more importantly on his personality and character, as well as his complex psychological appeal. A headhunting consultant should be able to gain insight into life and accurately grasp human needs, so as to correctly guide human needs and achieve the perfect unity of candidate and customer needs. He is not only good at searching for talents, but also good at discovering and identifying the potential value of talents. This requires a certain age and social experience, and requires a kind of skill that cannot be achieved by a child who has just graduated.

4. Skilled communication art

Headhunting consultants must be good at discovering and delivering information, and must be good at persuading clients and talents to reach a unified understanding and achieve perfect cooperation. This requires headhunting consultants to have High negotiation skills and communication art.

5. Deep cultural heritage

Headhunting consultants must be good at integrating and refining the information collected, discovered and accumulated, and put forward valuable viewpoints, which is the consulting report. A valuable report must not only have novel viewpoints, unique perspectives, and precise words, but also must be clear and logical, giving people the beauty of thinking. This requires headhunting consultants to have a deep cultural heritage.

The third step is to look at the consulting value of headhunting consultants

A professional consulting company should not only bring valuable solutions to customers, but also not blindly follow customers; Build strong relationships with customers and talent, yet be independent of both, in order to deliver unique value. A professional headhunting consultant should be good at defining customer needs, truly understand customer needs, and persuade customers to change their needs (including giving up their needs) when necessary. He will become a strategic partner of the customer and work with the customer based on strategic analysis. When job vacancies are opened, the qualifications are determined together, the source distribution of candidates is defined and suitable candidates are determined together with the client. He will not simply follow your orders like an obedient servant and fight wherever you tell him. He is your counselor, not a soldier. He should find the talents your company really needs, not just the ones you "like". If your headhunting consultant does not have the above-mentioned abilities and qualities and will only blindly "find people" and provide resumes, it is better to replace him. He will not bring you consulting value.

The fourth step is to look at the headhunting evaluation system

The operation of a professional headhunting company should include the following basic processes: customer interview - definition of needs - search and selection - evaluation and recommendation —Assisting in interviews — background checks — hiring and onboarding — tracking feedback. If any link is lacking, the quality of service may be greatly compromised. Especially in the requirements definition process, it turns out that a considerable proportion of recruitment cases ultimately fail largely because of unclear job definition.

The evaluation system is the key to the correct search for candidates. A strong headhunting company should have a scientific and rigorous evaluation system, including the evaluation of customers, the evaluation of job requirements, and the candidate's ability and personality. Evaluation, evaluation of candidate usage and application effects... For employers, they may pay special attention to the headhunting company's ability to evaluate candidates. In fact, this is just the tip of the iceberg. The headhunting company's evaluation system runs through the entire process. This is headhunting. The embodiment of the value of consulting. Of course, the assessment of the candidate's abilities and personality is very important. It is worth noting that the selection of candidates and the selection of assessment tools must be targeted, and more attention must be paid to the professionalism of the operators and the localization characteristics of the assessment tools. A headhunting company that claims to have the "most advanced international" assessment tools may not be able to successfully recruit suitable candidates for you, because most of the current assessment tools are developed based on Western psychology and are not highly localized. If they cannot adapt The psychological characteristics of Chinese people are not professional enough in operation or evaluation, and it is difficult to achieve the desired results. "The weapon of criticism cannot replace the weapon of criticism", and the same is true for recruitment.

The fifth step is to look at the successful cases of headhunting companies

Success is the mother of success. The successful search cases of a headhunting company are an important reflection of its strength and level. Many people may know this, but the problem is that there is a major misunderstanding on this point. When most employers choose a headhunting firm, they often only look at "which large companies the headhunting firm has worked for", whether these clients are "famous", and whether they are foreign companies and Fortune 500 companies.

Of course these are important, but the hard fact is: TOP500 has a long history, strong financial resources, and strong brands. Compared with small and medium-sized enterprises, it has a strong ability to attract talents. Headhunting companies provide these customers with Recruiting talents is relatively simple. On the contrary, it is a real misfortune for employers who do not have the strategic advantages mentioned above to compete with these large companies for talent.

However, if a headhunting company can correctly understand the unique value and bright prospects of these "weak employers", help the employers overcome the above weaknesses to provide outstanding talents suitable for the company, and help the company grow from small to large, from weak to strong. Being strong is something to be proud of. This is also the embodiment of the strategic partner role and true strength of a headhunting company.

Therefore, when choosing a headhunting company, looking at its successful cases not only depends on the level and reputation of its clients, but more importantly, it is important to consider the status of its clients in the industry, the level of recruitment positions, and the talent needs. The strength of a headhunting company is to comprehensively and scientifically evaluate the difficulty of recruitment based on comprehensive factors such as the scarcity and the level of job benefits, as well as what methods and strategies the headhunting company uses to enable clients to maximize their strengths and avoid weaknesses, so as to successfully achieve satisfactory recruitment results. truly embodied.

I hope Basil.com’s answer can help you.