What's the use of headhunting?

What's the use of headhunting? This question feels ridiculous. With the development of this industry, basically everyone is used to the role of headhunter, whether it is the employer or the talent side. But different people have different positioning for headhunters, including headhunters themselves.

First of all, headhunters themselves.

The headhunter is always a third party, and his perspective is always outside. Since he is outside, he doesn't have to go that far. So make yourself a resume provider, don't ask anything, always ask three questions, which has nothing to do with making money or not. For example, you have 65,438+000 financial candidates and recommend them everywhere. There will always be places in need, and money will definitely be made.

Of course, there are headhunters who can do it. In a certain circle, such as the CEO circle of a foreign company, everyone basically knows a certain name and is also a headhunter.

Second, in terms of talents.

When the forest is big, there will be all kinds of birds. What do you think of headhunters for the hunted candidates? There was once such a case, when I communicated with a marketing candidate in Shanghai, I was very cooperative and polite at first. However, the second time I prepared for in-depth communication, when it came to the work content, it was completely a change of 180. Why do I ask this question every time I ask it? It's no use explaining. Finally, I learned that the applicant said, "You are a headhunter, not HR, please correct your identity", which means that you are the resume sender and don't need to know so much about me. This is an extreme example. In his eyes, a headhunter is a courier at best. The second is a complete cooperative relationship. The cooperation in the early stage will be very close, but after the recommendation is successful, it will be completely passers-by, because headhunters are of no use to the people who join the job, so why spend time and energy communicating with you until the next time there is a demand? The third is that you are normal, smart and have always maintained a good relationship. You can learn about the market situation, the company situation, or the trash can, or the consultant, what to do. Few people can really do the third kind, and most of them are between the second and third kinds. There was once an applicant who worked in a new company for more than a week. The headhunter called him and asked him how his job was. He is full of good words. As a result, I received a complaint from the company the next day that the candidate was not ready. Later, I called to ask how the work was going. At first, my mind was full of good things, and finally I said it. He felt useless, so he didn't want to talk about it. Finally, the candidate leaves during the probation period. Maybe it's really useless, but it might be different if I could say it earlier.

Third, the enterprise.

Headhunters are in HR, how will they position themselves in recruiters? There are two kinds, one is a resume provider, anyway, I recommend it if I have a resume, and nothing else needs to be said. Or partners, we are in-depth cooperation, headhunters can know more about all kinds of relationships, all kinds of history, all kinds of ins and outs than people inside this company. Of course, this is the result of long-term cooperation, but it is also caused by the positioning of headhunters in our own enterprises.

So what's the use of headhunting? It can be useless or useful, depending on how you use it.