What is the difference between headhunting and HR recruitment channels?

HR recruitment and headhunting recruitment are different in some ways. Here are some differences:

Recruitment target: HR recruitment is generally aimed at internal positions of the company, including routine positions such as administration and finance. Headhunting recruitment is mainly aimed at senior positions, such as senior managers and senior technicians.

Recruitment method: HR recruitment generally publishes recruitment information through the company's internal channels and external recruitment websites, receives and screens resumes, and organizes interviews and selection. Headhunters use active search and recommendation to find potential candidates through their own contacts and in-depth research.

Recruitment scope: HR recruitment is usually only responsible for local or domestic recruitment, and completes the recruitment task according to the company's needs. Headhunting recruitment can find suitable candidates across borders and around the world, and conduct global search recruitment according to customers' needs and requirements.

Professional requirements: headhunters generally need to have high professional quality and insight into the industry, because they need to know the talent situation and market dynamics of a specific industry and be able to accurately evaluate the ability and potential of candidates. HR recruitment pays more attention to the screening and management of a large number of resumes and candidates, which requires good coordination and organizational skills.

Salary and service fee: headhunters usually charge a higher service fee, which is generally charged according to a certain proportion of the candidate's salary. HR recruitment, on the other hand, does not involve service costs, and its costs mainly include human resources and administrative expenses for internal recruitment.