Headhunting workplace: what is headhunting? How does headhunting company recruit talents?

獵頭的界說百度百科上的更為精確：“獵頭，意為物色人才的人，是協(xié)助優(yōu)異的企業(yè)找到需求的人才，這個(gè)詞別的的說法叫做人才尋訪。”自從1926年家獵頭公司在美國誕生，國外獵頭就開端迅猛發(fā)展。國內(nèi)獵頭職業(yè)起步較晚，發(fā)展速度前些年也表現(xiàn)平平，但是15年之后，我國獵頭職業(yè)進(jìn)入了快速發(fā)展階段，已經(jīng)逐漸替代了傳統(tǒng)招聘在中人才招聘中的位置。

The definition of headhunter is the most accurate on Baidu Encyclopedia: "headhunter, which means the person who looks for talents, is to help excellent enterprises find the talents they need. The other term is senior talent search." Since the first headhunting company was founded in America in 1926, foreign headhunters began to develop rapidly. The domestic headhunting career started late, and its development speed was even a few years ago. However, 15 years later, the headhunting career in China has entered a stage of rapid development, which has gradually replaced the position of traditional recruitment in the middle and high-end talent recruitment.

國內(nèi)獵頭職業(yè)在國內(nèi)一線城市發(fā)展迅速，但是在一些不太發(fā)達(dá)的城市仍舊不為人知，關(guān)于獵頭公司的收費(fèi)和獵尋人才的進(jìn)程并不了解，小編在這里就給我們詳細(xì)的介紹一下。

The domestic headhunting profession is developing rapidly in the first tier cities in China, but it is still unknown in some underdeveloped cities. We don't know about the charges of headhunting companies and the process of hunting talents. Here is a detailed introduction for the editor.

獵頭公司是怎么獵尋人才的

How do headhunters hunt for talents

過程一：分析、評(píng)價(jià)客戶需求，確認(rèn)尋訪建議書

Process 1: analyze and evaluate customer needs and confirm the proposal

•獵頭建立與客戶的溝通，了解客戶的企業(yè)文化、公司背景、職業(yè)情況、辦理風(fēng)格、產(chǎn)品特性等資訊;

• headhunters should establish communication with customers to understand their corporate culture, company background, professional situation, management style, product characteristics and other information;

•一起評(píng)論、分析招聘崗位(職位描繪，招聘方法，項(xiàng)目時(shí)間，費(fèi)用構(gòu)成等)。

• review and analyze recruitment positions together (job description, recruitment methods, project time, cost composition, etc.).

過程二：評(píng)價(jià)計(jì)劃

Process 2: evaluation plan

科學(xué)分析客戶所屬區(qū)域、職業(yè)以及客戶招聘崗位、企業(yè)文化、制定人才尋訪計(jì)劃

Scientific analysis of customer's region, occupation, customer recruitment position, corporate culture, formulation of talent search plan

•分析區(qū)域、職業(yè)、招聘崗位

• analyze areas, occupations, recruitment positions

•結(jié)合企業(yè)文化、用人風(fēng)格、戰(zhàn)略發(fā)展

Combination of corporate culture, employment style and strategic development

•考察方針人才的散布、稀缺度

• investigate the distribution and scarcity of policy talents

過程三：人才尋訪

Process 3: Talent Search

勾勒人才畫像，經(jīng)過數(shù)據(jù)庫、人脈網(wǎng)絡(luò)、專門技能打開360o尋獵，進(jìn)行甄選過濾

Sketch talent portraits, open 360o hunting through database, network and special skills, and select and filter them

•人才數(shù)據(jù)庫：獵頭公司本身都會(huì)有巨大的人才數(shù)據(jù)庫，會(huì)在自己的人才數(shù)據(jù)庫里尋找適宜的人選;

Talent database: headhunters will have a huge talent database, first of all, they will find suitable candidates in their own talent database;

•同行合作：假如自身數(shù)據(jù)庫里邊沒有適宜的人選，就會(huì)尋找適宜的其它獵頭網(wǎng)站進(jìn)行合作;

• peer cooperation: if there is no suitable candidate in its own database, it will look for other suitable headhunting websites for cooperation;

•經(jīng)過職業(yè)人才名錄尋找：高難度崗位和高技術(shù)人才會(huì)經(jīng)過特定的網(wǎng)站、渠道尋找適宜人選;

• through the directory of professional talents: high-level and high-tech talents will find suitable candidates through specific websites and channels;

•人脈網(wǎng)尋找：各職業(yè)有關(guān)機(jī)構(gòu)及人士的網(wǎng)絡(luò)聯(lián)系，搜取適宜的人選。

Network search: network contact of various professional organizations and people to search for suitable candidates.

過程四：挑選、評(píng)價(jià)提名人

Process 4: selection and evaluation of nominees

•挑選提名人：在所有觸摸的提名人中挑選出更契合委托方需求的一批提名人并進(jìn)行開始面試;

• select nominees: select a group of nominees that best meet the needs of the client from all the touched nominees and conduct an interview;

•評(píng)價(jià)提名人：根據(jù)初試成果出具相應(yīng)人選的陳述資料——評(píng)價(jià)陳述。

• evaluation nominees: according to the preliminary test results, provide the corresponding candidate's statement data - Evaluation statement.

過程五：向客戶引薦提名人

Process 5: introduce nominees to customers

向客戶引薦提名人，并由客戶親自面試，正確處理提名人與客戶之前的聯(lián)系!

Introduce nominees to customers, and interview them in person. Handle the contact between nominees and customers correctly!

過程六：結(jié)算

Process 6: settlement

若企業(yè)對提名人滿足，則應(yīng)聘人員上崗后一周內(nèi)結(jié)清余款。假如企業(yè)對提名人不滿足，則重新為企業(yè)獵尋人才。

If the enterprise is satisfied with the nominees, the applicant shall settle the balance within one week after taking the post. If the enterprise is not satisfied with the nominees, it will hunt for talents for the enterprise again.

過程七：保證服務(wù)質(zhì)量

Process 7: ensure service quality

顧問獵頭供給后續(xù)支持，保證人選持續(xù)、穩(wěn)定地服務(wù)企業(yè)

Consultant headhunters provide free follow-up support to ensure that candidates continuously and stably serve the enterprise

•3個(gè)月人才保證期

3-month talent guarantee period

•12個(gè)月提名人跟蹤服務(wù)

• 12 month nominee tracking service

•薪酬計(jì)劃、績效考核、辦理咨詢服務(wù)

• salary plan, performance appraisal and consulting services