What does "headhunter" mean in recruitment?

Headhunting company refers to an intermediary company that specializes in recruiting middle and senior talents. Different from its recruitment in the talent market, headhunting companies adopt the active competition mode of recessive recruitment and quick attack, and hunt for senior talents for customers who need senior talents, which are not available in the company's talent market. The prey of headhunting companies is senior management talents.

Headhunting companies are very different from simple intermediary companies. Headhunting companies do not charge personal fees. Intermediary companies charge individuals in need. Individuals who want to find a job charge individuals. Enterprises charge enterprises for finding people. The level of doing this is relatively low. The headhunting company charges the company. If you charge an individual, it is definitely not a headhunter, but an intermediary. Headhunting companies need to provide consulting services such as talent assessment, inspection, communication and assistance; Intermediary companies are often very simple to match. Headhunters charge high fees and intermediary services are often low. Headhunters mainly take the initiative to find talents, and intermediaries are more likely to match in existing resources. In addition, intermediary companies serve more people looking for jobs, while headhunting companies serve more talents with strong ability and good professional ethics.

The service process of headhunting company:

1, preparation stage

The first step is contact.

First of all, the professional headhunting consultant of the headhunting company communicates with the customer initially to understand the initial recruitment needs of the customer and judge whether the position required by the customer needs headhunting operation. Introduce the basic situation, charging standard, service process and headhunting service advantages of headhunting companies to customers.

The second step is to communicate with each other.

Headhunting consultants will contact and fully communicate with customers, and gain a deep understanding of the details of the client company, such as corporate culture, operating conditions, organizational structure, development strategy, management style, etc. , and thoroughly understand the salary, job responsibilities, quality and skills requirements and career development prospects required by customers. And work with enterprises to formulate detailed instructions for enterprise recruitment.

The third step is job evaluation and analysis.

After fully communicating with customers; Both sides have a very deep understanding. Headhunters will also establish a preliminary talent model, investigate talent resources and evaluate the difficulty of the position to determine the difficulty and time of finding and the feasibility of the whole headhunting project.

The fourth step is to sign the contract

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

2. Search stage of headhunting company

After reaching an agreement with the customer, the headhunter began to enter the formal search stage.

The first step is to select the search scope.

First, determine the search scope according to the position required by the customer. Generally speaking, there are two channels, one is the senior talent pool of headhunters themselves, and the other is the extensive part-time headhunting team and partners of headhunting companies to conduct interviews from related industries. For some major entrusted projects, do research reports in this industry.

When looking for target candidates, we will first determine a range to include the most likely target enterprises and target candidates in our search list, usually between 40 and 80 targets.

Headhunters have nearly 10,000 HR manager relationship channels and a wide range of information sources, which provide very accurate and valuable information for headhunters. This stage reflects the professional level of headhunting service.

The second step is preliminary screening.

After determining the target, the headhunter will conduct a preliminary background investigation on the target candidate in various ways to determine the approximate reliability of his qualifications, and contact and communicate with him to understand the candidate's situation and job-hopping intention. Inappropriate candidates are quickly eliminated, and according to the different positions entrusted, about 5- 10 candidates are generally left for the next meeting.

Interviews and tests

Headhunters will interview the selected candidates, keep close contact with them and further grasp the situation of the candidates. At the same time, it also allows candidates to gradually understand the situation of headhunters and customers, and strive for the trust of candidates in order to carry out the next work.

In some cases, if necessary and possible, headhunters will try their best to persuade candidates to accept corresponding professional interviews and assessments.

At this stage, headhunters will keep close communication with customers and communicate with customers at any time.

The fourth step is a preliminary background check.

After repeated contact with the candidates, determine the candidates (3 ~ 5 people) who may be recommended to customers. Headhunters will conduct a preliminary background check on the candidates who meet the preliminary requirements, understand the general authenticity of the candidates, and recommend the candidates who have passed the preliminary background check to customers.

3. Recommendation stage of headhunting company

The first step is a preliminary interview!

When the headhunting company confirms some suitable candidates, they will provide the information and evaluation report of the candidates to the customers, solicit their opinions and arrange for the candidates to meet with them. The headhunter will carry out the next step according to the customer's requirements.

Step 2: In-depth background investigation.

For the candidates who pass the preliminary interview with customers, we will conduct in-depth background investigation on the candidates. The background investigation report will objectively, fairly and truly reflect the details of the candidate's professional history to the client as a reference for the client to interview and inspect the candidate in the next step.

Step 3: In-depth interview

For high-level positions, clients, candidates and headhunters will be extremely cautious. Clients and candidates should have at least two or more interviews and tests; Candidates will also have a deeper understanding of the client company, such as visiting the client company and meeting different people.

During this period, the headhunting consultant will keep in touch with both parties at any time, constantly coordinate their positions and try their best to help them reach an agreement.

Step 4: Entry negotiation

When the two sides basically reach an understanding, they will start substantive negotiation steps, mainly to confirm the basic rights and obligations of both sides, such as the salary and treatment of candidates, including basic salary, bonus, subsidies, holidays, insurance, housing, transportation, stocks, options and so on. , as well as the goals and other requirements that the enterprise requires the applicant to achieve. The headhunter's consultant will coordinate the two sides in the middle.

If the candidate and the client reach an understanding and the two sides sign a contract, the headhunting work will be completed. Of course, headhunters will also provide customers with a three-month talent guarantee period;

follow-up service

Headhunters will follow the candidates for a period of time after they join the job, so as to know the situation of the candidates in time, eliminate misunderstandings between the two sides in time and evaluate their work.