Do you specialize in headhunting in the IT industry?

Being able to find a reliable headhunting company to cooperate with can not only shorten the recruitment cycle, but also ensure the quality of talents for employers; For the position manager, getting the ideal position, the salary and rank are improved, and the professional brand image is sublimated.

The first headhunting company in the world was established in 1926, and 1994 entered China. With the development of China's economy, headhunting companies have blossomed everywhere, and the number is huge. According to irregular and complete statistics, there are more than 1 000 registered human resources companies and headhunting companies in four first-tier cities in China, and many unqualified companies are also conducting headhunting business.

The resources, strength, consultant quality and integrity of headhunting companies are uneven, which directly affects the service effect. How can I choose a good and reliable headhunting company from so many headhunting companies to provide services for myself?

Based on years of headhunting experience in the construction industry, Basil.com should choose a good headhunting company from the following aspects:

Take a look at qualifications

When choosing a headhunting company, the first thing to look at is qualification, formal registration and complete qualification, which is the basis for headhunting companies to conduct business legally. Business license, organization code certificate, tax registration certificate and human resources service license are indispensable.

Headhunting companies implement a service licensing system. Only when the business premises, registered capital and the quality of employees meet the requirements of relevant regulations can they obtain the human resources service license issued by the human resources market management department and engage in the relevant talent headhunting business.

For the application of human resources service license, the requirements in different places are basically the same. For example, Shenzhen stipulates that headhunting companies and human resources companies must meet the following conditions in order to obtain human resources service licenses:

1. It has a fixed business place;

2. The company name must contain the words "talent", "human resources" and "headhunter";

3. The registered capital and paid-in capital of the company are more than RMB1000000;

4. More than five people hold college education (Shenzhen human resources market practitioners qualification certificate);

The competent department makes requirements from the aspects of business site, capital, corporate image and the quality of employees to ensure the quality of service, which is also the basis for protecting the legitimate rights and interests of employers.

Second, look at the region.

Well-known and powerful headhunting companies will choose to take root in developed cities such as Beijing, Shanghai, Guangzhou and Shenzhen, and developed cities have also become gathering places for headhunting companies.

The development of headhunting recruitment industry in a country or region is closely related to the local economic development. Companies that entrust headhunters to recruit talents are usually large-scale, high-tech, high-profit, high added value and strong economic strength, and prefer to use headhunters in senior talent recruitment. First-tier cities such as Beijing, Shanghai, Guangzhou and Shenzhen have become the gathering places of well-known enterprises, Fortune 500 companies and multinational companies due to their rapid economic development and advantages in transportation, information, policies and resources. One of the reasons why headhunting companies choose to take root in developed cities such as Beijing, Shanghai, Guangzhou and Shenzhen is that they can easily obtain high-quality tourists nearby.

And Beijing, Shanghai, Guangzhou and Shenzhen are places where talents gather. The total population of the four first-tier cities accounts for almost 6% of the national population, among which the proportion of high-end talents far exceeds that of other cities, and it is unmatched by other cities in some industries, such as IT, communication, electronics, finance, real estate, clothing, architectural design and so on. Headhunting companies can find talents on the spot and accurately recruit them, which not only reduces headhunting costs, but also improves efficiency. At the same time, headhunting companies can attract high-quality talents when recruiting headhunting consultants.

In developed cities, the headhunting industry has a high degree of marketization and fierce competition among peers. Office costs and living costs are much higher than those in other cities. These factors determine that headhunting companies must constantly enrich resources, improve the quality of headhunting consultants, improve their own management level and work efficiency, so as to ensure the quality of service and win in the competition. A headhunting company that can survive for a long time is a good headhunting company.

Therefore, big cities have become the main gathering place of formal professional headhunting companies, which has also become a practice in the headhunting market.

Third, look at the scale.

The scale of headhunting company is also one of the important indicators to measure the quality of a headhunting company.

Some small headhunting companies or unqualified wild headhunting companies have some characteristics: they are often attractive to customers in terms of contracts.

For example, their charging standard is far lower than the industry standard, and the general headhunting industry charges between 25% and 30% of the annual salary of talents. They can charge 20% or even 20% less;

For example, they don't accept advance payment. Generally, the advance payment charged by regular headhunting companies ranges from 1 to 30000.

For example, extending the warranty period: the general industry standard is 3 months, and they are often longer than 3 months;

This is mainly because the office cost of small headhunting companies or field headhunting companies is quite low, and you can start a business by renting an office, computer, telephone and a network cable. Compared with the preferential conditions of regular headhunting companies, you can sign a large number of orders. Night owls always meet dead mice, but the headhunting service they provide is unsustainable and there is no guarantee.

Small-scale field headhunting companies are still at a disadvantage in many places compared with regular large headhunting companies.

1, resource construction and reserve, the talent pool of headhunting companies needs a lot of long-term human and financial investment, and small-scale wild headhunting companies cannot establish an effective talent pool in terms of human and financial resources.

2. There are few internal professional headhunting consultants, and small headhunting companies with a few people and a dozen people are also facing the problem of brain drain. The loss of core staff has a great influence on the progress of headhunting projects, and failure to replenish staff in time will directly lead to the abortion of the projects.

3. Low risk resistance. Every year, a large number of headhunting companies spring up like mushrooms after rain, but every year, a large number of headhunting companies fall down tragically, which is mainly influenced by macroeconomics, headhunting market competition, headhunting company service level and manager level. There is no doubt that small-scale and wild headhunting companies have the worst ability to resist risks. When the macroeconomic situation is not good and the market competition is fierce, they are the first to fall.

4. Lack of standardized operating procedures. Large-scale headhunting companies usually have standardized operating procedures to ensure the quality and progress of headhunting service of the whole company, while small-scale wild headhunting companies are lacking and casual in this respect. The level of headhunting service they provide often depends on the personal qualities of headhunting consultants, and does not reflect the overall service level of the company.

Fourth, look at word of mouth.

The reputation of headhunting companies mainly comes from the following aspects.

1. Establishment time: it has a long establishment time, rich project experience and extensive accumulated human resources.

2. Service enterprises and successful cases.

3. News exposure.

4. Brand awareness and reputation.

In short, if you want to choose a good and reliable headhunting company, you can't just look at the level of service fees, but also start from all aspects.

I hope the answer of basil net can help you.