What's the difference between a headhunter consultant and a headhunter?

First, the behavior is different. Headhunting consultants recommend job seekers to enterprises according to job requirements. Or recommend companies to job seekers. Headhunting recruitment services do not belong to these. Regular headhunters are committed to corporate recruitment services. Headhunting companies are agents of enterprises, not individual businesses, and will not charge any fees to individuals. Even under special circumstances, headhunting is a confidential recruitment for enterprises.

Second, the operation process is different. The operation process of headhunting consultant is relatively wide. Generally speaking, considering the strength of a talent agency, the resume database and the number of enterprises determine the popularity and strength of the talent agency. But for headhunting companies, they are more professional. Some headhunting companies cover a small area, but they are not bad. In the operation process, headhunting companies are more professional.

Third, about follow-up services. For the candidates recommended by headhunting companies, they will be tracked after joining the company to help the candidates analyze problems and help them adapt to the working environment quickly. If you are dismissed during the probation period, the headhunting company should also bear the corresponding liability for compensation. Headhunting consultants are generally lacking in this respect, and enterprises will pay after the probation period.

Extended data

Job content of headhunting consultant

1, responsible for analyzing customer information in target industries and studying customer needs;

2. Be responsible for market expansion, establish entrusted recruitment agreements with customers, and maintain good customer relations;

3. Collect and analyze the detailed information of customers' recruitment needs, and implement effective recruitment actions;

4. Confirm the required ability and qualification of the position from the customer's recruitment demand, analyze the market, and establish the direction and goal of the search;

5. Instruct assistants to use effective tools to search and screen candidates in a planned way;

6. Accurately convey the recruitment needs of customers, interview and evaluate candidates, and determine suitable candidates through effective matching work;

7. Conduct salary coordination and negotiation for candidates;

8. Follow-up service for all successfully completed projects. The main purpose of the post-follow-up service is to make the recommended candidates better integrate into the enterprise. On the other hand, I also hope that through this exchange with insiders, I can better understand the enterprise, so that the follow-up recommendation for other positions can be more in place.

Reference source Baidu Encyclopedia-Headhunting