What is the Difference between a Headhunter and a Recruiter?

Headhunting, meaning to find talent, is to help outstanding companies find the talent they need. This word is also called senior talent search. "Head" refers to where wisdom and talents are concentrated. "Headhunting" can also refer to hunting for talent, that is, the act of finding, tracking, evaluating, selecting and providing senior talent. In foreign countries, this is a very popular way of recruiting talents. Hong Kong and Taiwan translate it as "headhunting", which is also called headhunting in the mainland.

Headhunting

(Senior Talent Search)

After World War II, accompanied by globalization of senior talent competition and senior

Compared to traditional headhunting, online headhunting has emerged.

"Headhunting" entered China in more than two decades. The first headhunting company in the world was born in the United States in 1926, and the first headhunting company entering China was born in 1994. With China's

In comparison, soft indicators are more important than hard indicators. Headhunting companies not only look at the manager's past performance, but also examine his future development potential. The evaluation plan is as follows:

First, the internal driving force of talents. Talents must have the spirit or aggressiveness to face setbacks, and the energy or ability to execute plans and tasks vigorously.

The second aspect is the professional ability of talents. For example, the ability to deal with numbers, the ability to respond to emergencies, the ability to distinguish information, the ability to grasp the overall direction and adjust in time.

The third aspect is the team management ability of talents. His management style, leadership, personal charisma, communication skills, and comprehensive management skills for the team.

The fourth aspect is the judgment ability of talents. As a leader, no one tells you what to do and how to do it. The true nature of things needs to be judged by oneself, partly based on experience, and partly based on analysis to make accurate judgments.

In the fifth aspect, we should also examine the cultural and value orientation of talents to see if they can be consistent with the company's strategy and company culture. Talents must be passionate, have a strong sense of mission, and welcome to meet challenges and be innovative.

With these five talents, it will be very talented.

With the gradual improvement and development of headhunting services in China, the acceptance of this service by enterprises and mid- to high-end and some scarce talents has also increased. Because headhunting services are only for enterprise services, compared to mid- to high-end talents, they are still in a passive and selected stage.

According to the White Paper "The State of Human Resources in China" released in 2010, China's human resources are constantly expanding. As of the end of 2009, China's total population exceeded 1.334 billion people (excluding Hong Kong, Macao and Taiwan), of which 1.069 billion people were labor resources, 779 million people were employed, and 114 million people were national talent resources. There is still a great demand for talents.

In order to better help talents achieve career advancement, and also to help companies find suitable talents, talent search services have appeared in China. This service is mainly for mid-to-high-end talents, and based on their intent to apply for jobs, combined with their work experience, education background, and other comprehensive considerations, they are targeted for matching jobs, aiming to achieve job matching, as well as rapid employment, and provide professional talent search services. It is necessary.

Ancient and modern headhunting: 1. Ancient: Headhunting first originated during the Spring and Autumn and Warring States Periods of China. The wise men of all countries spared no effort to visit the Trinidad and Tobago, and they will recommend it to the king when they meet the sages. The influential doctor lobbyed to vote. 2. Today: (Headhunting is applied to modern military) After World War I, the United States has set up an organization to excavate modern high-end militarized talents for the US global network in order to surpass Germany and other countries in military weapons; (Headhunting is applied to modern business ) Headhunting has been developed in Europe and the United States for 60 or 70 years since the 1950s and 1960s. Facts have proven that nearly 90% of executives in Europe and the United States have been hunted by headhunting companies. The development of economic value has played an irreplaceable core value role, and the 80-90 years of development history shows the irreplaceability of headhunting.