I want to work in the headhunting industry and would like to know which headhunting companies are better? What are the main ways for headhunters to hunt? What are the advantages and disadvantages of b

I want to work in the headhunting industry and would like to know which headhunting companies are better? What are the main ways for headhunters to hunt? What are the advantages and disadvantages of being in this industry?

This domestic industry is quite unregulated, but there are many good companies. By better, you can pay attention to key information such as the company's platform, brand, employee level, customer quality, and turnover.

There are good foreign-funded and private companies, but it is not recommended for small platforms and companies that rely on the boss’s local connections to survive.

Headhunting companies with high-end professional routes for foreign capital:

Korn Ferry, Heidrickamp; Struggles, Egon Zehnder, Reynolds International Headhunting Russell Reynolds.

The characteristics are: the consultants are very professional, the income is generous, and the quality of clients and the gold content of the cases are quite advanced. The employees are basically experts with rich experience in various industries, and newcomers have no chance to enter these companies.

Second-tier headhunting companies that are relatively focused on foreign investment:

kelly service, ROBERT WALTERS, Hudson, Michael Page International PageGroup, Hays.

The characteristics are: there seems to be a strong foreign investment base, the income is not bad, and there are some good customers and consultants. But the company's business level lags far behind companies like Cree International. The level of employees varies, some are really good, and some are terrible. The performance in each region is not particularly the same. For example, Kelly and Hudson are good in Shanghai but average elsewhere, while Robert Walters only performs well in Suzhou. Newcomers, if they have relatively good communication skills and are good at foreign languages, may still have a chance.

Leading private headhunting companies in China:

Career International, Kenexa, Mango.

The characteristics are: among these three, Career International's customer quality and turnover far exceed those of the so-called first- and second-tier foreign headhunting companies. There are a considerable number of consultants with very good standards, and their individual output and even the domestic headhunting field are very good. lead. However, the incentive system is worse than that of second-tier foreign headhunters, and many high-performing employees have resigned as a result. Kenexa is a local company that borrowed the shell of a foreign-funded company. It has some good customers, but its consultant level is very average. Mango is actually a company that was spun off from Career International and has run well since its employees started operating it themselves. The quality of its customers is also pretty good. The income ranking of employees of these three companies is Cree, Kenexa, and Mango, and the level of hard work is also the same.

Some so-called "foreign-invested" headhunters in Singapore, Hong Kong, and Japan:

Bole, talentspot, fero, etc.

Bole once had a great time, but it was too troubled internally. , development is very slow, and has long been left far behind by the companies mentioned before. At present, it mainly focuses on private customers, and the quality of cases is relatively poor. Not much to say about TS and fero, the customer quality is as bad as the employees. The income cannot be compared with the companies mentioned before.

Predecessor Fortune 500 human resources companies with bad reputations:

ManpowerGroup and Randstad.

Foreign-funded enterprises that have developed third-party dispatch business around the world want to turn from pheasants into phoenixes after coming to China, but they have had a bumpy journey and have repeatedly failed in the face of many competitions. Nowadays, ManpowerGroup has even gone so far as to subcontract local offices. It is a typical "big company" that has no choice but to take the low-end route after being discovered. Characteristically, they are "foreign-invested enterprises" with many employees, low income, and frequent quarrels between bosses and employees.

Local private headhunters working hard to specialize:

Sco et al.

Why mention him alone? Because there are many companies in this series, so I won’t list them one by one.

The characteristic is that it has not yet become big or strong, and still retains the founders’ requirements for service quality and original dreams. It is a relatively solid development company.

The characteristics are that if the employees work hard, their income is okay, but if they are average, they will be eliminated naturally, there are not too many customers, and the quality is neither good nor bad.

Bad company

Dahan et al.

Copycat headhunters, with this company as a typical example, often win a few big customers with their low prices. The treatment of employees can be described as appalling, and there are countless internal quirks. Don't go to this type of company, you won't survive. Even if he survived, it would be a miracle.

As for which channels are hunters:

High-level consultants have a wide network of people in specific fields, and their relationships with candidates are quite mature and reliable. Candidate recommendations are their main search channel. . Maintaining candidate relationships is one of their main jobs.

Higher-level consultants can complete their tasks based on a small amount of phone calls based on the accumulated network of contacts, address books and other information.

General level consultants: make lists, make CC, make website resumes, post job advertisements, join QQ groups, etc.

Entry-level consultants: website, internal system, advertising, senior consultant rewards;

Junk-level consultants: Zhaopin, 51, Chinese Talents, keep searching.

Advantages and disadvantages:

It mainly depends on interest. If you have strong interest, all are advantages. If you just want to play soy sauce, everything is a disadvantage.

I have to say it with a crown:

Contact a lot of candidates, learn in-depth industry knowledge, and become professional quickly. With luck, you can buy a house as soon as possible.