一、獵頭行業(yè)內(nèi)的個(gè)人職業(yè)發(fā)展

1、 Personal career development within the headhunting industry

獵頭行業(yè)如同其它的企業(yè)組織一下，在同一個(gè)行業(yè)中從業(yè)人員的也存在個(gè)人職業(yè)發(fā)展的問題，一般而言，在獵頭行業(yè)的獵頭職業(yè)的從業(yè)人員會(huì)有以下幾個(gè)方面的發(fā)展方向。

The headhunting industry, like other enterprises, also faces personal career development issues for employees in the same industry. Generally speaking, there are several development directions for headhunting professionals in the headhunting industry.

（一）橫向的職能維度發(fā)展：

（1） Horizontal functional dimension development:

這種發(fā)展的方式是組織內(nèi)部或跨組織的個(gè)人的工作或職務(wù)在同一等級進(jìn)行發(fā)展變化。比如在在同一個(gè)組織體系內(nèi)，擔(dān)任的是制造行業(yè)的項(xiàng)目經(jīng)理，發(fā)展到消費(fèi)品行業(yè)的項(xiàng)目經(jīng)理?；蛟诓煌慕M織中，從A公司的化工事業(yè)部合伙人，流動(dòng)到B公司的化工事業(yè)部合伙人或制造等其它行業(yè)的合伙人。這種方式的職業(yè)發(fā)展，會(huì)讓獵頭從業(yè)人員的工作更加豐富化，增加獵頭從業(yè)人員知識面，對行業(yè)或獵頭企業(yè)本身的運(yùn)營管理會(huì)有更的了解。有利于培養(yǎng)成獵頭企業(yè)的管理人員或方向的面試管理。

This way of development involves individuals within or across organizations developing and changing their work or positions at the same level. For example, within the same organizational system, I worked as a project manager in the manufacturing industry and developed into a project manager in the consumer goods industry. Or in different organizations, from partners in the chemical business unit of Company A to partners in the chemical business unit of Company B or partners in other industries such as manufacturing. This approach to career development will enrich the work of headhunting professionals, increase their knowledge, and gain a more comprehensive understanding of the industry or the operation and management of headhunting enterprises themselves. It is conducive to cultivating management personnel or interview management experts in the professional direction of headhunting enterprises.

（二）縱向的職級維度的發(fā)展：

（2） Development of vertical job level dimensions:

縱向的發(fā)展方式是指在組織內(nèi)的部或獵企不同的組織中職務(wù)或職位的升降。在一般觀念中，只有縱向的向上的流動(dòng)，才是得到發(fā)展和肯定?？v向的垂直發(fā)展是員工職業(yè)發(fā)展的主要模式，這種發(fā)展模式要求獵頭從業(yè)人員達(dá)到目標(biāo)所應(yīng)具備的能力、素質(zhì)等條件，只有獵頭從業(yè)人員在能力或素質(zhì)達(dá)到一定水平后，才能上升到更高層面的職位或職務(wù)。獵頭組織人則通過相應(yīng)該的職業(yè)發(fā)展計(jì)劃，為獵頭顧問提供職業(yè)發(fā)展的平臺和可行條件，從而達(dá)到獵頭企業(yè)的穩(wěn)定發(fā)展。

Vertical development refers to the rise and fall of positions or positions within different departments or organizations within an organization. In general, only vertical upward flow can be developed and affirmed. Vertical vertical development is the main mode of employee career development, which requires headhunting practitioners to meet the necessary abilities and qualities to achieve their goals. Only when headhunting practitioners reach a certain level of ability or quality can they ascend to higher levels of positions or positions. Headhunting organizations provide career development platforms and feasible conditions for headhunting consultants through corresponding career development plans, in order to achieve stable development of headhunting enterprises.

獵頭顧問的個(gè)人職業(yè)發(fā)展通道：

Personal career development channels for headhunting consultants:

從人力資源管理角度，組織會(huì)設(shè)計(jì)相應(yīng)的發(fā)展通道，為員工的職業(yè)生涯發(fā)展提供具體可能的路徑和平臺。根據(jù)獵頭行業(yè)發(fā)展報(bào)告，的本土獵頭企業(yè)組織大多處于規(guī)模小的層次，但是獵頭企業(yè)組織內(nèi)部也會(huì)提供相應(yīng)的發(fā)展通道。一般來說，獵頭的職業(yè)通道模式主要分四類取向：管理性職業(yè)發(fā)展通道、技術(shù)性職業(yè)發(fā)展通道、 自由顧問發(fā)展通道和創(chuàng)業(yè)通道。

From the perspective of human resource management, the organization will design corresponding development channels to provide specific possible paths and platforms for employees' career development. According to the China Headhunting Industry Development Report, most local headhunting enterprises in China are at a small-scale level, but they also provide corresponding development channels within their organizations. Generally speaking, the career development models of headhunters are mainly divided into four types of orientations: management career development channels, technical career development channels, free consultant development channels, and entrepreneurial channels.

管理性和技術(shù)性職業(yè)發(fā)展通道在獵頭企業(yè)組織內(nèi)部的起點(diǎn)基本都相同，都是從基層的獵頭顧問開始，當(dāng)顧問的水平和能力達(dá)到一定的水平后，發(fā)展會(huì)兩個(gè)方向發(fā)展，管理性的發(fā)展會(huì)在獵頭企業(yè)組織內(nèi)部新增或原有的顧問團(tuán)隊(duì)，包括客戶項(xiàng)目的管理。技術(shù)性的發(fā)展發(fā)向主要是在個(gè)人的能力水平，包括獵頭顧問的發(fā)現(xiàn)、評估、匹配人才，客戶和人選以及行業(yè)的發(fā)展動(dòng)態(tài)達(dá)到相應(yīng)該的水平。具體可參考如下圖：

The starting point for both managerial and technical career development channels within the headhunting enterprise organization is basically the same, starting from grassroots headhunting consultants. When the consultant's level and ability reach a certain level, development will develop in two directions. Managerial development will add or existing consultant teams within the headhunting enterprise organization, including customer project management. The development direction of technology is mainly based on the individual's ability level, including the discovery, evaluation, and matching of talent by headhunting consultants, customers and candidates, as well as the corresponding level of industry development dynamics. Please refer to the following figure for details:

在縱向的獵頭從業(yè)人員職業(yè)發(fā)展方向上，我們可以：分為獵頭企業(yè)管理發(fā)展方向、技術(shù)發(fā)展方向、自由職業(yè)發(fā)展方向和創(chuàng)業(yè)發(fā)展方向四類。

In terms of the vertical career development direction of headhunting practitioners, we can be divided into four categories: headhunting enterprise management development direction, professional technology development direction, freelance development direction, and entrepreneurial development direction.

獵頭企業(yè)公司的管理發(fā)展方向：

The management development direction of headhunting enterprise companies:

獵頭顧問在獵頭公司的管理發(fā)展方向可分為兩類，是管理是獵頭顧問在獵頭企業(yè)內(nèi)部的層次的管理，這類發(fā)展需要除了在業(yè)務(wù)的管理上以外，還需要對成本、團(tuán)隊(duì)、、市場、系統(tǒng)等進(jìn)行管理，在獵頭企業(yè)主要是體現(xiàn)在事業(yè)部合伙人或公司的合伙人方向。第二是項(xiàng)目管理類，主要是指負(fù)責(zé)特定的客戶或特定的項(xiàng)目，從項(xiàng)目的可行性開始到項(xiàng)目人員組成，項(xiàng)目本身過程的管理等，實(shí)現(xiàn)客戶或項(xiàng)目目標(biāo)的實(shí)現(xiàn)，這類方向主要成長為公司的客戶經(jīng)理或項(xiàng)目經(jīng)理類角色。

The management development direction of headhunting consultants in headhunting companies can be divided into two categories. The first is comprehensive management, which is the highest level of management within the headhunting company. This type of development requires not only business management, but also comprehensive management of costs, teams, brands, markets, systems, etc. In headhunting companies, it is mainly reflected in the direction of business unit partners or senior partners of the company. The second category is project management, which mainly refers to being responsible for specific clients or projects, from the feasibility of the project to the composition of project personnel, the management of the project's own process, etc., to achieve the goals of clients or projects. This type of direction mainly grows into the role of a company's customer manager or project manager.

技術(shù)發(fā)展方向：

Professional and technical development direction:

在獵頭行業(yè)，技術(shù)發(fā)展方向主要是獵頭顧問本身對行業(yè)和招聘資源不斷提升增長的情況下，但又不組建團(tuán)隊(duì)，主要體現(xiàn)在顧問個(gè)人追求對水平的不斷提高，成為獵頭顧問的資深顧問人員，主要方向是獵頭行業(yè)的資深顧問或獵頭培訓(xùn)教練人員。

In the headhunting industry, the development direction of professional technology is mainly reflected in the fact that headhunting consultants themselves are constantly improving and increasing their industry and recruitment resources, but do not form teams. This is mainly reflected in the consultant's personal pursuit of continuously improving their professional level and becoming a senior professional consultant for headhunting consultants. The main direction is to become a senior consultant or headhunting training coach in the headhunting industry.

自由職業(yè)發(fā)展方向：

Freelance career development direction:

根據(jù)自已的時(shí)間和能力安排工作方式和工作時(shí)間，限度的擺脫組織的限制和制約，自已管理自已，一般自由職業(yè)顧問都是具有較高的水平和一定的個(gè)個(gè)資源，通過個(gè)人能力能為客戶問題的資源顧問。

Arrange work methods and hours based on one's own time and abilities, to maximize the freedom from organizational constraints and manage oneself. Generally, freelance consultants are resource advisors with high level and certain resources, who can solve problems for clients through their personal abilities.

創(chuàng)業(yè)發(fā)展方向：

Entrepreneurship development direction:

當(dāng)獵頭顧問發(fā)展到一定的階段，在對項(xiàng)目的管理、客戶的管理、市場開拓、人選把控各方面都比較成熟時(shí)，資深顧問或合伙人、項(xiàng)目經(jīng)理的從業(yè)人員會(huì)希望創(chuàng)建屬于自公司。創(chuàng)建自已的公司相對應(yīng)該的是投入和產(chǎn)出都會(huì)增加，風(fēng)險(xiǎn)也相應(yīng)該的增加。

When headhunting consultants reach a certain stage of development and are relatively mature in project management, customer management, market development, and candidate control, senior consultants, partners, and project managers may hope to create their own companies. Creating your own company corresponds to an increase in both input and output, as well as a corresponding increase in risk.