The same is recruitment. What's the difference between an architectural headhunting consultant and HR?

According to the experience of headhunting consultants in the construction industry for more than ten years, headhunting consultants and HR have the following differences:

1, the search channel is different.

The main channels for hiring managers are the major recruitment websites or vertically subdivided recruitment stations to post job postings, and they will also take the initiative to purchase resumes and download them; But headhunters are not. In addition to recruiting headhunters on the website, there are at least 10 ways to find people, such as:

Your own talent pool, directly cc the list, recommend candidates, social networking sites such as linkedin Weibo and QQ WeChat community, lists of industry gatherings or summits, media frequented by candidates, internal rewards or peer promotion, find industry associations, and find upstream and downstream suppliers to recommend candidates.

There is a "3-4-3 rule" in the talent market. 30% active job seekers mainly look for jobs through recruitment websites, while 40% passive job seekers usually don't take the initiative to submit resumes, but if there is a good opportunity to send them to them, they may consider it.

The quality of candidates in the passive employment market is generally higher than that in the active employment market, which is the core reason why the online recruitment market in China is less than 7 billion, while the headhunting recruitment market is over 30 billion.

In addition, 30% of the elite talents are either company partners or core personnel with stock constraints, and usually do not quit.

The core value of headhunting is to tap 40% of the passive job market, instead of going to the recruitment website and staring at the resume updated every day.

2. headhunters should do interview consultation.

Many applicants have not been looking for a job for a long time, and of course they have no interview experience.

The interview counseling that headhunters need to do before a candidate's interview includes: telling the candidate to arrive on time, dressing, mental outlook, manners, the position of the interviewee, and the core points that the company cares about in this interview.

Enterprise HR can only provide candidates with the time and place of interview, and the feelings of candidates are of course different.

3. headhunters should do resignation consultation.

When an enterprise sends an offer to a candidate, HR may feel safe waiting for the candidate to join the company. In fact, at least 40% or even more candidates were retained by their bosses in various ways when they left the original company after receiving the offer.

Headhunters are different. If an enterprise fails to complete the handover procedures with the candidate's offer, all previous efforts will be wasted. Therefore, headhunters attach great importance to the resignation counseling of candidates. The content of counseling depends on the different environments of different candidates, and there is no specific speech and content.

Headhunters should do background checks.

HR may also do background checks, but in the eyes of headhunters, background checks can not only verify the experience of candidates, but also contain business opportunities:

Background checks usually call the HR of the candidate's past three companies to verify that a powerful headhunter can not only complete the candidate's back tone, but also obtain new customer recruitment needs.

Headhunters sincerely want to do the opposite, because this is the best way for BD customers.

5. headhunters should do induction counseling.

Newcomers who have just arrived in a company are often lonely and unfamiliar. At this time, someone should care, including whether all kinds of salaries and benefits are fulfilled, whether the working methods can adapt, whether the communication between superiors and subordinates is smooth, and whether they are satisfied with the work arrangement. Headhunting companies attach great importance to the follow-up of work, otherwise candidates will have to make up for their jobs if they leave during the warranty period. This is a very uneconomical transaction.

HR has limited energy, and there are more transactional jobs to do besides recruiting them.

6. There are countless business opportunities for candidates in the eyes of headhunters.

HR only regards a job seeker as a resume, but for headhunters, seeing a high-quality job seeker can see at least 20 business opportunities, so from the perspective of interests, headhunters care more about candidates than HR, and the recruitment experience is naturally good.

In the eyes of headhunters, a high-quality candidate who wants to change jobs means at least the following 20 business opportunities:

The company will soon need to add new people.

The location of his upstream and downstream suppliers will change.

He may take a break and go out for a trip or holiday.

He can choose a new vocational education and opportunities for further study-higher vocational education.

He may move and need to rent a new house.

He needs to reevaluate his health management company.

Food recommendations around his new company

He may need image design or clothing needs-beauty or clothing customization to start over.

He will join a new company in the future and may need a new headhunting partner.

TA partners may leave their jobs together to develop business opportunities in the cooperative company.

He needs a higher social circle-a club or a sports club.

Singles may need to find a partner-marriage introduction

He wants someone to take care of his idle assets-investment banks.

He may need a new career planning evaluation consulting service.

Candidates don't want to cut off the social security in the current city and go to other places-social security agency business.

Candidates may leave their parents or children-housekeeping and nanny companies.

Managers who choose to work in different places may want to get rid of their second-hand cars.

The candidate may move-move the company.

Match the candidates with similar sports fans with the same or higher level nearby.

There may be labor disputes when you leave your job-lawyer service

Now you finally know why headhunters are so enthusiastic. These are just superficial interests. Many headhunters and applicants have gone beyond the interests from strangers to acquaintances, from acquaintances to friends, and some have even become private partners.

7. Headhunters should often meet with candidates.

Regardless of whether the candidates consider the current recommended opportunities, headhunters will try their best to meet high-quality candidates and deepen their knowledge and understanding. It can be to have a cup of coffee downstairs at the convenience of the candidates, or to meet at the airport waiting hall between the candidates' connecting flights.

In HR's eyes, a person who doesn't consider opportunities means that there is almost no intersection in the future, but headhunters don't think so. Knowing a high-quality candidate means unlimited business opportunities, and it is necessary to maintain good relations, even often.

I hope the answer of basil net can help you.