What is the process of cooperation between enterprises and headhunters? Who can introduce me?

the similarities and differences between HR and headhunters in recruitment business.

Basil.com understands that you want to know how headhunters recruit for enterprises after the cooperation between enterprises and headhunters, and what is the recruitment process of headhunters. Basil.com has been a headhunter in the construction field for more than ten years, and summarizes the whole recruitment process of headhunters. In fact, it is similar to the HR recruitment process of enterprises. Let's make a comparison with Basil.com below.

enterprise HR: recruitment demand collection-> Job analysis-> Talent search-> Interview invitation-> Interview with the employing department-> HR interview-> OFFER signing-> Candidates are on duty-> Employment management

headhunting consultant: client BD-> Job analysis-> Talent search-> Talent communication and recommendation-> Interview arrangement-> Customer interview-> OFFER signing-> Candidates are on duty->

As can be seen from the process, the recruitment business process of enterprise HR is basically similar to that of headhunting, but slightly different.

The similarities are as follows:

1. "Finding the right candidate" is the primary key of business process

The primary key of recruitment is to find the person you are looking for, and only when you find the right person can you convince the interview offer later. What I want to explain here is that whether you are an enterprise HR or a headhunter, the skill of finding people is the most critical basic skill, which will determine your performance and the level of your performance. In future study and work, you should pay special attention to this part.

2. Everyone should have a sense of "customer service"

Many people think that only headhunters have the concept of customers. Since enterprise HR is recruiting for its own company, there is no such thing as customers, but it is not. Mentality determines the effect of your work. Even as the HR of an enterprise, you must have a sense of customer service. Who is your customer? It is the employing departments that submit the recruitment requirements to you, or your boss.

even in the same company, there will be great differences in the criteria for selecting people in different departments and different supervisors. If enterprise HR wants to complete every recruitment task well, it must know these demanding departments as well as customers, not only listen to their requirements, but also find out their business processes, where the people to be recruited will be placed, what problems will be solved, and what departments and teams are connected upstream and downstream. Return to the basics of demand to understand the position, rather than just follow the job requirements given by the employer, because many times the employer does not know much about the distribution of talents in the market, and the reality is likely to be cruel, requiring the employer to make flexible post adjustments according to the market talents. These methods and thinking are basically consistent with the process of headhunting docking customer needs. Therefore, in the process of dealing with customer needs, There is no essential difference between enterprise HR and headhunters. Mastering headhunters' customer demand management methods can get twice the result with half the effort, which is one of the reasons why many companies like to recruit people with headhunters' experience to do HR. Besides headhunters' good recruitment ability, they have better performance in demand understanding and customer service awareness.

The differences are as follows:

1. The clients we serve are different

Enterprise HR recruits for our company, while headhunters recruit for different client companies.

therefore, the recruitment demand of HR in enterprises is passively accepted, while the recruitment demand of headhunters should be actively sought.

Therefore, enterprise HR avoids the distress of finding job requirements, but the disadvantage is that it must accept all positions and "internal customers" regardless of whether they are recruited well or not.

headhunters have to constantly look for customers with needs, so there will be a process of customer BD in the process. Only by obtaining reliable order demand can there be hope of profit, which is also the uncertainty of headhunting performance, and risks and benefits coexist. However, headhunters have more independent choices than enterprises. For customers who are not optimistic and unhappy in cooperation, headhunters have the right to stop cooperation and find customers who are more suitable for them. If enterprise HR wants to be so chic, the price may be to leave.

2. The difference of learning cost

The learning cost of enterprise HR in terms of company information is relatively low, and it is relatively more direct and easier to understand the company information. Once you are familiar with the company information, you basically don't need to learn too much new knowledge about the company and the industry in the subsequent recruitment process. However, it will also make it relatively difficult for enterprise HR to understand other companies (especially competitors), and competitors' candidates have a relatively strong sense of prevention when facing enterprise HR.

As headhunters often have to serve different customers, they need to constantly learn about new enterprises and their industries. The learning cost will be relatively high, and the learning ability of headhunters will naturally be higher. You will have a richer grasp of the overall talent situation of a certain industry. When dealing with headhunters, candidates will also regard headhunters as rational third-party consultants, and their communication attitude will be more open and the content of communication will be more in-depth. Therefore, headhunters can often learn more about industry "privacy" than corporate HR.

3. In the method of talent search, headhunters need to have a "killer" that is more powerful than enterprise HR to survive.

Although we have similar recruitment methods and channels, headhunters are often the "lifeline" when enterprise HR can't handle recruitment, and they should pay for headhunting in time, because headhunters can often help enterprises recruit people that they can't usually recruit. To achieve this effect, headhunters are naturally more diversified in finding people than enterprise HR, and more skilled and professional in a specific method.

as for choosing headhunting or corporate HR, personally speaking, headhunting is generally more difficult and intense than corporate HR in terms of personality, and the demand is sometimes unstable, which leads to unstable performance. When the performance is poor, it is particularly easy to consider transforming into HR. Being a headhunter is relatively free, and the income is higher than that of recruiting HR with the same experience. However, if the performance of headhunting for one or two years is not very good, it may be that your ability is not suitable for this job, and it is also good to transform into enterprise HR as soon as possible. Moreover, headhunting is basically unable to find a job when it is transformed into HR, and many companies like to recruit people with headhunting experience to be HR.

I hope the answer from Basil can help you.