What are the advantages of headhunting recruitment compared with general recruitment?

“People” are the first resource of an enterprise, especially high-end talents, which are related to the future development of the enterprise, and the recruitment of high-end talents is also crucial. At present, many companies still have many misunderstandings when recruiting and interviewing high-end talents, resulting in the loss of high-end talent resources and directly affecting the overall strategic layout of the company. Such talents cannot be found simply by posting in a newspaper or at a job fair.

Headhunting is the recruitment channel for high-end talents. High-end talents do not send out resumes to look for jobs, or even look for jobs. Instead, they look for jobs. This requires professional service personnel such as headhunters to find them and match them with more suitable positions. Compared with traditional recruitment, headhunting recruitment has the following advantages:

1. Better talents

Because outstanding talents are often lured and reused by their original bosses with huge sums of money, it is rare in the activity market. Senior talents prefer to be recommended by headhunting companies or brothers when changing jobs, so that they can get a buffer in salary negotiations. Even those who are extremely talented among active talents (job fairs, newspapers, online and other media advertisements) often change jobs frequently due to reasons such as poor interpersonal skills, excessive self-evaluation, self-centeredness, and difficulty in cooperating with others.

2. The system is more complete

A complete set of service systems has been established to meet the different needs of various customers. The company does not need to search for personal needs in many resumes. Talent, carry out repeated selection, experience verification or personnel inquiry for recommended talents. It has the characteristics of high efficiency, timeliness and accuracy, and can prevent employment errors.

3. Channels add value

Avoid direct conflicts between the company and competitors, and conduct targeted background inquiries for qualified candidates. Through the consultant's search process in the industry, soft advertising is carried out.

4. The process is more efficient

The search time is more guaranteed, because headhunting is proactive, quickly determines the scope of the search, and establishes long-term relationships with candidates. Act as the company's external human resources department, simplifying recruitment operations and saving costs, so that the human resources department can spend more time on the company's strategic development and promoting company culture.

5. Recommendations are more accurate

Headhunting companies mainly recruit people from similar positions in client competitors and affiliated companies. The talents they find usually meet the requirements, so those who leave during the probation period Less superficial. Moreover, after the nominee is successfully recommended to work, the headhunter will provide a series of follow-up services to help the nominee quickly adapt to the position of the new company and avoid the risks caused by recruitment failure.

——Zhilepin, a reward-based recruitment platform focusing on mid-to-high-end talents