事實(shí)上，隨著國內(nèi)企業(yè)海外布局進(jìn)程的加快，越來越多的管理者開始面臨海外人才招聘和團(tuán)隊(duì)組建的挑戰(zhàn)。隨之，遠(yuǎn)程招聘、海外人事服務(wù)、海外獵頭服務(wù)等海外人才招聘方式成為熱門話題，值得HR格外關(guān)注。很多人認(rèn)為獵頭服務(wù)是海外招聘的重要保障。

In fact, with the acceleration of overseas layout of domestic enterprises, more and more managers begin to face the challenges of overseas talent recruitment and team building. As a result, remote recruitment, overseas personnel services, overseas headhunting services and other overseas talent recruitment methods have become hot topics, which deserve special attention from HR. Many people believe that headhunting service is an important guarantee for overseas recruitment.

獵頭顧問精通公司所在地及其轄區(qū)的法律法規(guī)和雇傭差異。一方面，與公司HR充分溝通，了解崗位任職資格，確保對海外招聘的崗位有充分了解；另一方面，顧問將使用本地渠道。和人才網(wǎng)為企業(yè)尋找和篩選合格的候選人，文化差異并與候選人深入溝通公司和職位細(xì)節(jié)。

Professional headhunting consultants are proficient in the laws, regulations and employment differences of the company's location and its jurisdiction. On the one hand, fully communicate with the company's HR to understand the post qualifications and ensure a full understanding of the posts recruited overseas; On the other hand, the consultant will use local channels. And talent network to find and screen qualified candidates for enterprises, eliminate cultural differences and deeply communicate with candidates about company and position details.

各地人才市場和招聘情況的變化受多方面因素影響。遠(yuǎn)程招聘需要根據(jù)崗位需求來界定人才勝任力，同時(shí)參考對不同教育、文化、政治等背景下目標(biāo)群體的理解。比如在日本、韓國等地，當(dāng)?shù)厝藭X得國外公司的穩(wěn)定性不如當(dāng)?shù)毓?。如果他們?nèi)ネ鈬竟ぷ?，申請人通常會抱著外國公司?yīng)該支付更高工資的心態(tài)申請工作。

Changes in talent markets and recruitment in various regions are affected by many factors. Distance recruitment needs to define talent competency according to job requirements, and refer to the understanding of target groups under different educational, cultural, political and other backgrounds. For example, in Japan, South Korea and other places, local people will feel that foreign companies are less stable than local companies. If they go to work in a foreign company, the applicant usually applies for a job with the mentality that the foreign company should pay a higher salary.

因此，如果公司只給出社會平均標(biāo)準(zhǔn)的工資，招聘起來會非常困難。這些細(xì)微差別對于HR來說很難找到，但它們非常重要。獵頭顧問將根據(jù)地域政策和經(jīng)濟(jì)狀況的變化，為HR人士收集整理人才地圖、薪酬范圍、行業(yè)組織結(jié)構(gòu)、人才趨勢等方面的報(bào)告。參考依據(jù)。

Therefore, if the company only gives the social average wage, it will be very difficult to recruit. These nuances are hard to find for HR, but they are very important. Professional headhunting consultants will collect and sort out reports on talent map, salary range, industry organization structure, talent trend, etc. for HR professionals according to changes in regional policies and economic conditions. Reference basis.

從簡歷的初步篩選、面試邀請到后期的Offer協(xié)商發(fā)放、入職跟進(jìn)，獵頭顧問將結(jié)合地域?qū)嶋H國情，從合理的角度，提供優(yōu)的方案，文化隔閡，促進(jìn)兩黨相互合作。薪酬談判和合同條款談判，避免勞資糾紛，提高入職率，確保遠(yuǎn)程招聘過程合法合規(guī)。

From the preliminary screening of resumes, interview invitation to the later negotiation and distribution of offers and induction follow-up, professional headhunting consultants will provide excellent solutions from a professional and reasonable perspective in combination with the actual geographical conditions, eliminate cultural barriers and promote mutual cooperation between the two parties. Salary negotiation and contract terms negotiation to avoid labor disputes, improve the enrollment rate and ensure the legal compliance of the remote recruitment process.

山東獵頭公司提醒大家，海外招聘不能用一份英文Offer來代表。這是一個(gè)基于用人策略、和方向、文化理解和包容的完全雙贏的過程。獵頭顧問會根據(jù)招聘的實(shí)際情況，分析單個(gè)職位的招聘進(jìn)度數(shù)據(jù)，提供月度、季度、年度的招聘進(jìn)度報(bào)告，幫助企業(yè)有效評估異地招聘的效果，部署下一階段的招聘進(jìn)度。招聘計(jì)劃。

Shandong headhunting company reminds us that overseas recruitment cannot be represented by an English offer. This is a win-win process based on employment strategy, specialty and direction, cultural understanding and inclusiveness. Professional headhunting consultants will analyze the recruitment progress data of a single position according to the actual situation of recruitment, provide monthly, quarterly and annual recruitment progress reports, and help enterprises effectively evaluate the effect of off-site recruitment and deploy the recruitment progress of the next stage. Recruitment plan.

國內(nèi)市場的發(fā)展模式與海外市場的發(fā)展模式大相徑庭，再加上國內(nèi)外文化差異等因素，無論是引進(jìn)國外還是本地化招聘海外員工，幾乎不可能做沒有經(jīng)驗(yàn)。所以相對的，如果您有需求可以來關(guān)注我們公司m.ewr521.cn，為您提供的服務(wù)！

The development mode of the domestic market is quite different from that of the overseas market. In addition, factors such as cultural differences at home and abroad make it almost impossible to introduce foreign experts or recruit overseas employees locally without experience. Therefore, if you have any needs, you can follow our company at www.shandonglietou COM, to provide you with professional services!