Recruitment, what is the difference between construction headhunting consultants and HR

What is the difference between HR and headhunting? As a headhunter in the construction industry, Basil.com would like to briefly talk about the difference between headhunters and HR. The content is not that professional, but it is a summary of years of work as a senior headhunter. I hope it can be helpful to you.

1 What headhunters do is recruiting. /HR does recruitment work and other work.

2 The headhunter is Party B, the supplier. /HR is Party A, the customer. Party B provides talents for Party A's positions and provides successful commissions. (For a prepaid job, even if there is no successful referral to the position, there will be a prepaid reward, that is, a search report needs to be provided. For a non-prepaid job, it will only be considered appropriate if the person is successfully hired and has passed the guarantee period. Get paid. )

3 Headhunting is more sales-oriented. /HR is human resources.

4 When doing recruitment, headhunters focus more on the series of tasks involved in finding people, evaluating people, and recommending people. The core is around talent arrival. HR responsible for recruitment is more focused on confirmation of the actual needs of the internal employment department, talent assessment and matching between the company and the position. Involves more internal and external coordination and communication work. The core is around the arrival and retention of talents.

5 Headhunters can switch to HR, and HR can also switch to headhunting. There are differences, but also connections. All work revolves around talent.

Headhunting work is relatively free, especially if it is foreign investment. In an American headhunting company I know, employees don’t have fixed working hours. They don’t have to work 9 to 5. As long as they meet the quota within a year, they can go on vacation (of course, I guess very few people go), and they wait until they reach a more advanced level. For positions, you can even pick a case to take. Compared with in-house HR, you have to follow the company's schedule, and you can't pick a case. Also, if you are young and can work hard as a headhunter, you might be able to become a junior associate in two years and be able to take on cases on your own, but promotion in a company is generally not that fast. However, being a headhunter is relatively more difficult. Because headhunters need to have a full range of qualities to complete all aspects of a job.

Regarding job hopping, I heard that people who have been in-house generally cannot be headhunters because it is more tiring. However, if people who have been headhunters switch to HR, the company will only let you do the recruitment part, and the salary and Training will not be considered, but recruitment is currently the least development potential among the three functions. In other words, it is more difficult to reach the top.

I hope Basil.com’s answer can help you.