What does a headhunting company mean in recruiting?

Headhunting companies refer to intermediary companies that specialize in recruiting mid- to senior-level talents. Different from recruitment in the talent market, headhunting companies adopt active competition methods of covert hunting and quick attacks to hunt for high-level talents that are not available in the company's talent market for customers who need high-level talents. The prey of headhunting companies are senior management talents.

Headhunting companies are very different from simple agency companies. Headhunting companies do not charge individuals. Intermediary companies charge whoever needs to charge. Individuals charge individuals when looking for jobs, and companies charge companies when looking for people. The level of work is relatively low; headhunting companies charge companies. If you charge an individual, it is definitely not a headhunter, but an intermediary. Headhunting companies need to provide consulting services such as talent evaluation, investigation, and communication assistance; intermediary companies often provide very simple matchmaking. Headhunters charge high fees, while agency service fees tend to be relatively low. Headhunters mainly actively look for talents, while intermediaries mainly match existing resources. In addition, intermediary companies serve more people looking for jobs, while headhunting companies serve more talented people with strong abilities and good professional ethics.

The service process of the headhunting company:

1. Preparation stage

The first step of contact

First, the headhunting company’s professional headhunting consultant Conduct preliminary communication with the customer, understand the customer's preliminary recruitment needs, and determine whether the position required by the customer requires headhunting. Provide clients with a preliminary introduction to the basic information, charging standards, service procedures and advantages of headhunting services provided by the headhunting company.

The second step is mutual communication

The headhunting consultant will contact and fully communicate with the client to gain an in-depth understanding of the details of the client company, such as corporate culture, operating conditions, organizational structure, and development Strategy, management style, etc., and have a thorough understanding of the position salary, job responsibilities, quality and skill requirements and career development prospects required by the customer. And work with the company to formulate detailed instructions for company-entrusted recruitment.

The third step is job evaluation analysis

After full communication with the client; both parties have a very deep understanding. The headhunter will also conduct a preliminary talent model for the position that the client requires. Establish, talent resource survey, position difficulty assessment, etc. to determine the difficulty and time of the search, as well as the feasibility of the entire headhunting project.

Step 4: Signing

After the above work is completed, the headhunter will negotiate with the customer on specific issues and conditions related to the headhunting project. After reaching an agreement, both parties sign the contract.

2. Headhunting company search stage

After reaching an agreement with the client, the headhunter begins to enter the formal search stage.

The first step is to select the search scope

First, determine the scope of the search based on the positions required by the customer. Generally, we will search through two channels, one is the senior talent pool of the headhunter itself, and the other is through the headhunter company’s extensive part-time headhunter team and partners to search from related industries. Prepare research reports on the industry for some major commissioned projects.

When looking for target candidates, you will first determine a range and include the target companies and target candidates that you think are the most likely to be on your search list, usually between 40-80 targets.

Headhunters have nearly 10,000 HR manager relationship channels and a wide range of information sources. These information channels provide very accurate and valuable information to headhunting consultants. This stage focuses on the professional level of headhunting services.

The second step of preliminary screening

After determining the search target, the headhunter will use various methods to conduct preliminary background investigations on the target candidates to determine the general reliability of their qualifications and communicate with them to understand the candidate’s status and intention to change jobs. Unsuitable candidates are quickly eliminated, and depending on the entrusted position, about 5-10 candidates are generally left for the next step of negotiations.

The third step: Interview and test

The headhunter will interview the selected candidates to maintain close contact with the candidates and further understand the candidates' situation. At the same time, it also allows candidates to gradually understand the situation of headhunters and customers, and win the trust of candidates for the next step of work.

For some cases, if necessary and possible, headhunters will try to persuade candidates to undergo corresponding professional interviews and assessments.

At this stage, the headhunter will maintain close communication with the client and communicate the search status with the client at any time.

Step 4: Preliminary background investigation

After repeated contact with the candidates, determine the candidates (3 to 5 people) who may be recommended to the customer. Headhunters will conduct preliminary background checks on initially qualified candidates to understand the general authenticity of the candidate's situation, and recommend candidates who pass the preliminary background checks to clients.

3. Headhunting company recommendation stage

The first step is preliminary interview!

When the headhunter confirms some suitable candidates, the candidates’ information will be As well as providing evaluation reports to customers, soliciting customer opinions, and arranging meetings between candidates and customers. The headhunter will carry out the next step according to the client's requirements.

Step 2: In-depth background investigation

For candidates who pass the preliminary interview with the client, we will conduct an in-depth background investigation on the candidate. The background investigation report will objectively, fairly and truthfully reflect the details of the candidate's career history to the client, and serve as a reference for the client in the next step of interviewing and inspecting the candidate.

The third step is in-depth interview

For high-level positions, clients, candidates and headhunters will be extremely cautious. Clients and candidates must conduct at least two or even more than a dozen interviews and tests; candidates will also have a deeper understanding of the client company's situation, such as visiting the client company, meeting with different people, etc.; < /p>

During this period, headhunting consultants will maintain communication with both parties at any time, constantly coordinate the positions of both parties, and strive to promote both parties to reach an agreement.

The fourth step of employment negotiation

After both parties have basically reached a consensus, substantive negotiation steps will begin, mainly to confirm the basic rights and obligations of both parties. For example, the candidate's salary package includes basic salary, bonuses, subsidies, vacations, insurance, housing, transportation, stocks, options, etc., as well as the goals and other requirements that the company requires candidates to achieve. Headhunting consultants will coordinate between the two parties.

If the candidate and the client reach mutual understanding and both parties sign a contract, the headhunting work will be completed. Of course, the headhunter will also provide customers with a three-month talent guarantee period;

The fifth step of tracking service

The headhunter will conduct a period of time on the candidate after he or she takes office. Track and understand the candidate's work in the new position, so as to keep abreast of the candidate's situation, eliminate misunderstandings between the two parties in a timely manner, and evaluate one's own work.