The same is recruitment. Why headhunters are better than HR?

When it comes to headhunting, people will inevitably compare it with HR, because headhunting and HR are both recruitment, but everyone thinks that headhunting job fairs are better than HR. Why?

First, the work content is different.

If headhunters and HR are both recruiting, this sentence is too general. The main job of headhunting is to find senior talents for enterprises that match the positions of enterprises. In short, it is to hunt for talents. This job seems simple but complicated, and the work content seems to be relatively simple. In fact, it has extremely high professional requirements for headhunters. HR also does recruitment, but recruitment is only one part of HR's many job components. The job content of HR is more concerned with internal coordination, the assessment of company personnel, the planning of talent structure and the reserve of talents suitable for the company's strategy. The work of HR is divided into six modules, and each module has a lot of content. It is basically impossible to say that an HR can be responsible for all these modules. Therefore, HR and headhunters are very different in their job content.

Second, the recruitment target is different.

Although they both do recruitment, headhunters and HR are also very different in terms of recruitment targets. HR recruits mainly ordinary talents, while headhunters look for senior talents, all of whom can't be found on recruitment websites, and most of them are not very eager for knowledge. Therefore, headhunters are required to understand the job intentions of candidates. Generally speaking, headhunters are only good at one or two fields, not only good at it, but also proficient in it, because only in this way can headhunters recruit suitable talents for enterprises, and only in this way can headhunters formulate career plans suitable for candidates.

Third, domestic demand is different.

HR faces active job hunting, while headhunters face mostly passive job seekers. Because headhunters need to rely on the commission given by enterprises to survive, and most of the job seekers they face, that is, candidates, are not so strong, which determines that headhunters must always follow up the candidates if they want to get the commission given by enterprises. From the initial job-hunting motivation excavation to the subsequent interview counseling, resignation counseling, entry counseling, and candidates successfully passing the guarantee period, problems in any link will lead to the loss of headhunting commission. Therefore, headhunters must try their best to ensure the successful entry of candidates. HR is different. Of course, HR also hopes that candidates can join the job smoothly, but most of the time HR takes the initiative. They just need to choose the one that is most suitable for the company position among many job seekers. Even if the recruitment task is not completed, it will not affect the salary of HR, and HR has many other tasks to do. Therefore, compared with headhunters, HR recruitment is not so "best".

In fact, it is not suitable to compare HR and headhunting together, because the nature of their work is essentially different. Both of them have their own strengths and complement each other, which is an indispensable link in the development of enterprises.

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