Why do you need headhunters to recruit middle and high-end talents?

According to international practice, after successful headhunting, the client should pay 1/3 of the first year's annual salary as commission. The cost of finding middle and senior talents is relatively high, and it also brings great benefits to customers.

If the enterprise advertises in the traditional way, it is definitely much cheaper than the headhunting fee only. If it is a big account, the cost of self-recruitment of enterprises includes not only advertising fees, salaries and benefits of recruiters and office expenses, but also the comprehensive cost of frequent interviews with a large number of people by other relevant personnel and business leaders, which may be slightly cheaper or similar to that of headhunters.

If we follow the dynamic algorithm, that is, because we recruit senior and middle-level talents ourselves, because the source of talents is limited and there are limited candidates for comparison, the standard is often delayed or lowered in the end. Plus the opportunity cost or potential loss paid by the company, the headhunting fee is really cheap!

2. Guarantee the time to prevent the project from stopping.

For some senior positions, the enterprise itself may not find suitable talents for a year or two, and most headhunters can complete the order within 2-3 months. Many projects are postponed or even aborted because key talents cannot be in place in time. Which is more important than the cost of headhunting?

3. The quality of talents is guaranteed.

For employers, job seekers in the talent market are mostly low-end jobs with high mobility, and it is difficult to find middle and high-end talents who can directly get started. With the gradual development of headhunting industry, many excellent high-end talents also tend to use headhunting service to achieve a gorgeous career turn. And headhunting is to carefully select the person who best meets the customer's requirements from such talents, so the quality of talents is very guaranteed.

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, which is also difficult for ordinary recruitment channels to do.

5. Reserve candidates are available at any time.

In addition to providing clients with the candidates they need, headhunting companies will also set up their own talent pool for emergencies.

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.

Therefore, large enterprises, especially fast-growing enterprises, often cooperate with headhunters. The most important thing for enterprise development is excellent talents. The so-called "a thousand troops are easy to get" is hard to find, and headhunters can just find out the "one general" that enterprises need!