Is HR suitable for transforming into a headhunter?

Is HR suitable for transforming into a headhunter? The following basil net summarizes some personal opinions through more than ten years of headhunting experience in the construction industry, hoping to bring you some inspiration and help.

Although headhunting and HR recruitment are both for recruitment, one is for business and the other is for tasks and professional missions. These days, HR companies that recruit talents, diligence, words, channels, industry knowledge and tools are not weaker than headhunters, and even because of their concentration, their energy may be stronger than headhunters. However, being a headhunter, especially one who has a certain Internet HR foundation, certainly does not want to start from the RC outside the door. Therefore, business thinking, that is, business sense, is an essential element for enterprise HR transformation to be a headhunter. More specifically, what is business sense? The mixture of market sensitivity, cheekiness, professionalism and customer awareness is basically the same as some routines. This is different from the quality of enterprise HR, such as delicacy, emotional intelligence, observing words and getting benefits from words.

In addition, integration ability is another factor for HR to switch to headhunting. It copies the resources, information, gains and skills accumulated by the recruitment task of Company A to Company B, and then extends to Company C, thus forming a network and circle. Everyone has social awareness, regardless of Party A and Party B, but ineffective social interaction is a waste of time and effective social interaction, so you must have the ability to integrate and realize it after the handover. This is different from the mood and gameplay of the three departments A, B and C serving the enterprise and several bosses.

Finally, courage (or courage, courage balabala). In other words, you have to come out, which is different from the meaning of the first two. Although there are countless KPIs in the recruitment HR of enterprises, depending on the results, it is different from the feeling that there is no food for headhunters with poor performance. If you are suspicious and sensitive by nature, don't give yourself the difficulty of changing from A to B, which is not good for your heart.

With these three elements, you can almost turn around with confidence. After all, especially on the Internet, HR can bear hardships, work overtime, map and make cold calls more than being a headhunter in the Internet industry. In the entanglement of switching headhunters, the only worry is that I am afraid that I can't do business. With the above three points, do it with confidence.

Advantages and disadvantages:

The intuitive advantages and disadvantages are that since headhunters regard recruitment as a business, of course, they have to get a commission, which should theoretically earn much more than corporate HR. However, no one has ever promised you! So there are risks, that is, not too much or even less. Internet giants' HR workload is greater than that of headhunters, and their income is not as good as that of high-performance headhunters, but it is still better than that of ordinary headhunters.

Headhunters don't really have to look at their faces, but HR can't. You can give up some tasks, but HR can't. You can recruit from many different companies, but HR can't. You can live a more self-oriented and extroverted life, but HR can't (it depends on people and companies). You can talk quickly, but HR can't (depending on people and companies).

HR doesn't have to worry about business and performance, and headhunters don't. HR is counting on the year-end bonus, but headhunters are not. HR is stable and headhunting is unstable (but not necessarily, HR in the Internet industry is actually quite unstable and life is very insecure). HR can make headhunters look ugly, pretend to be big names and put on a pedigree, but headhunters can't (hahaha, but most HR don't have this habit of low quality).

Another advantage and disadvantage is the career path and direction.

Headhunters have been working for a long time, but the business is getting bigger and bigger. Being a small leader, a middle leader, a big leader, starting a company as a boss, waiting to be listed as a chairman, has worked hard all my life.

Where's HR Being a supervisor, manager, senior manager, director, senior director, VP and CEO (few HR can become CEO) is so tiring all my life.

I hope the answer of basil net can help you.