How Do I Become a Headhunter?

Headhunting companies are commonly known as "senior management agency recruitment agencies." An external recruitment channel. An organization that recruits and searches for senior management talents and key technical personnel. Recruitment organizations pay the corresponding commissions needed to search for and recommend candidates. The advantage is that it can provide professional and targeted services with high confidentiality and save time; the disadvantage is that there may be a tendency to eventually convince the organization to hire a candidate rather than find a person for the organization who is suitable for the position. ^[1]

head-hunting company

Headhunting companies are commonly known as "senior management agency recruitment agencies." An external recruitment channel. An organization that recruits and searches for senior management talents and key technical personnel. Recruitment organizations pay the corresponding commissions needed to search for and recommend candidates. The advantage is that it can provide professional and targeted services with high confidentiality and save time; the disadvantage is that there may be a tendency to eventually convince the organization to hire a candidate rather than find a person for the organization who is suitable for the position. ^[1]

The headhunting companies are mainly distributed in the first-tier cities in China, such as Beijing, Shanghai, Guangzhou, Shenzhen, and Chengdu. The five major cities are the headquarters of most of the headhunting companies in China. With the development of the domestic economy and the gradual maturity of the headhunting industry, the services of headhunting companies have radiated to many cities across the country.

The development of headhunting industry in China is not long. It is still relatively unfamiliar to a considerable number of domestic enterprises. In the short period of two decades, the huge market capacity and industry development prospects have led to a rapid increase in the number of headhunting companies, and at the same time have led to uneven employment teams. ^[2]

It is reported that there are tens of thousands of headhunting companies in China's headhunting market, and the number of headhunting employees exceeds 500,000. The core problem affecting the large-scale development of headhunting companies is the lack of headhunting talents.

On the one hand, headhunting companies help companies to solve the problem of difficult recruitment of talents, and on the other hand, headhunting companies themselves are very lacking in talent. This is a very unintelligible thing for headhunters, and indeed the headhunting industry is performing every day. This kind of digging war among peers.

Any industry has an industry average profit. It is the industry consensus to charge 30% of the annual salary of a candidate. Even if the domestic industry competition and cost are adjusted due to the proportion of fees, it should never be lower than the 20% business bottom line. Otherwise, the headhunting company will not be able to obtain a reasonable profit and it will not be able to maintain normal operations. Those who can charge less than 20% must be non-standard low-end headhunters. They don't have to consider brand building, continuous operation and team building, and they can do one vote and one vote.

The accumulated scale of the talent pool must not be the main indicator for judging the service capabilities of headhunting companies, and the core competitiveness of headhunting companies is the ability to actively seek and explore the "hunting" ability. Many clients who do not understand the original intention of headhunting will ask the headhunting company to provide resume information to the customer before determining the formal cooperation intention, so as to judge the ability of the headhunting company. Some small headhunters who do not understand the original intention of headhunters or headhunting companies facing operating pressures will cater to customers' unreasonable expectations, provide resumes in advance, and even make up fictitious resumes based on customer job requirements, and cooperate with some bad candidates to blind customers. The headhunter who provided the resume information to the client before confirming the formal cooperation intention is not a good headhunter.

Adhering to the collection of advance payment is an industry rule. The significance of advance payment is to identify the true recruitment intention of the customer, improve the degree of cooperation, prevent the customer from having more women, and make up for the cost of the headhunting company. Without advance payment, these meanings cannot be discussed. Headhunting companies with poor operating conditions have been unable to take care of them so much. They have given up on prepayments, sought orders, and settled on food and clothing.

Foreign headhunting companies often sign exclusive headhunting service agreements. In China, companies often sign multiple headhunting companies to perform high-end talent search services at the same time. At this time, headhunting companies not only focus on the quality of talent, but often the speed is more important: first find talent The headhunting company will get more attention from the company. The fast headhunting company will submit the resume of the talents to the company HR. If the HR thinks that this resume is suitable, it will start to arrange an interview, and then you can join the company. The quality but slow headhunting company Often I can only sigh: talents have already been hired, no matter how good the talents they have are, it will not help. The pursuit of speed by headhunting companies often reduces the quality of talents, and the phenomenon of "fighting groups" often occurs.

Some people say that the financial crisis is coming and China s headhunting market will be severely hit, but the reality tells us that China s headhunting market is still very hot, and the headhunting industry will continue to form a source like the flames. In fact, headhunting companies do not lack customers, because outstanding talents are always scarce resources, which is the fundamental reason for the existence of this market.

Refinement: Segmentation by industry function;

Differentiation: the division of labor between headhunting processes;

Outsourcing: Outsourcing of headhunting processes;

Mobile Internet: The essence of headhunting is information, no warehouse logistics, the fastest online completion, the lowest cost, the smallest internal consumption;

SOHOization: 1/5 of the staff in the United States are SOHO, and it is growing at a rate of 5% per year;

The internet

Headhunting companies are very different from simple intermediary companies. Headhunting companies do not charge individuals. Whoever needs to charge intermediary companies, individuals are charged for job hunting, and companies are charged for companies. The level of doing it is relatively low. Headhunting companies charge enterprises. If they charge individuals, it is definitely not headhunting, but intermediaries. Headhunting companies need to provide consulting services for talent evaluation, investigation, and assistance in communication. Intermediary companies are often very simple to match; headhunting fees are high, while intermediary service fees are often low; headhunters are mainly actively seeking talents. Matching in existing resources. In addition, intermediary companies serve more people looking for work, and headhunting companies serve more talented people with strong abilities and professional ethics. As a person, they should have a sense of responsibility towards society. They may have more opportunities and better personal development.

There are three types of companies in the entire headhunting industry chain. Each type of company has a different business model and different charging methods. For example, at the tip of the pyramid, the headhunting company's charging model mainly relies on process fees. Maybe people haven't recruited yet. The fee has been collected for more than half. The consulting service is a smart service. The second type of headhunting company charges according to the results. There is an advance payment, but the service fee can only be charged after the candidate has been hired. The third sequence is mainly for low- and medium-rate RPO batch recruitment. Generally, the monthly salary of the candidate is 1.5-2 months as the recruitment fee.

The level of adherence to these principles and practices is an important aspect of identifying the advantages and disadvantages of headhunting companies.

1. Confidentiality rules

Confidentiality is necessary common sense and professional ethics as a headhunter. The principle of confidentiality involves not only the business secrets of headhunting companies, but also the business secrets of customers, as well as the secrets of candidates themselves.

2. Agreement rules

Signing an agreement and determining the rules of the game are necessary to guarantee successful cooperation. In the process of headhunting services, such as job descriptions, salary standards, working conditions, qualifications, etc. must be reflected in the text, otherwise there is a lack of criteria to measure whether the quality of headhunting services meets the standards.

3. Process rules

Anyone who knows the headhunting industry basically knows that process control is the key to determining service quality. Whether to control each process node is one of the indicators to measure the professionalism of the headhunting company.

4. Protection rules

The protection rule is an industry rule that a professional headhunting company must abide by in order to show respect and responsibility to customers. This aspect mainly reflects two points: one is the exclusive delivery of talents; the other is not to dig customers.

5. Satisfaction rules

Satisfaction rules are also called replacement rules. After the client is dissatisfied with the candidate, the headhunting company will immediately start a new round of search work until a new satisfactory candidate is found.

6. Principle of law

As to whether a headhunting company can survive for a long time, in addition to strictly maintaining credibility and ensuring quality, there is also compliance with laws and regulations. Therefore, how to maintain confidentiality for customers; how to solve the collective change of talents; and how to help candidates legally withdraw from their original units, all require headhunting companies to perform services in strict accordance with relevant national laws and personnel policies.

7.Hidden rules

It is one of the capabilities of a headhunting company to complete the hunting of candidates under the condition of confidentiality. Therefore, the job of headhunting often tries to complete the job in a secret environment.

8.Trust Principle

Excellent headhunting companies will try to avoid customers who cooperate with multiple headhunting companies at the same time.

Headhunters divide customer levels

Headhunting companies like to classify customers into a certain level, not only in the headhunting industry, but in other industries, there are also cases where customers are classified.

1. Lightweight customers. Such customers are not profitable for headhunters. Their requirements are very high, exceeding their consumption expenditure level, and sometimes even a lot of waste of headhunting company resources.

2. Sub-heavyweight customers. There are a large number of such customers. Due to their relatively low consumption levels, although they have been frequented, very few agreements can be reached and fewer projects can be completed. So headhunting companies are not worth treating such customers with too much enthusiasm.

3. Heavyweight customers. I hope to get discounts often, and loyalty to headhunting companies is not high; I like to do business with multiple headhunting companies to reduce my own risk.

4. Super heavyweight customers. They are the most profitable customers, they are not price sensitive, they are willing to enjoy first-class services, they are willing to accept new services provided by headhunting companies, and they are more loyal to headhunting companies.

Although headhunting companies classify customers, but the quality of service is not divided, in fact, in any industry, customer levels are divided, but the only thing that cannot be divided is customer service levels.

In people's minds, headhunting companies are talented by employers, mostly corporate executives and technical backbones. Now Suzhou selects officials through headhunting companies, which sounds really fresh. The positive significance of this move includes broadening the channels for selecting officials, reducing the cost of selection, and improving efficiency.

However, there is a premise for these positive meanings, that is, headhunting companies are not only fair and reliable, but also discerning. You know, after all, a headhunting company is a commercial enterprise, and it is its mission to maximize profits. Given the attractiveness of officials to people, will anyone spend money to "purchase" a headhunting company? Will anyone who spends more money be selected by a headhunting company? Some departments and officials still engage in malpractice in the face of temptations of interest, not to mention the commercial search firm?

The selection of officials is a very serious matter and should not be associated with business. This is common sense. As we all know, headhunting companies are not open to finding talents. This selection method has the risk of selecting the wrong people, using the wrong people, and the possibility of missing talents. Some outstanding talents are lost only because they fail to enter the "law eye" of the headhunting company. Competitive opportunities, this is obviously not fair.

Since headhunting companies originated in the United States, the significance and composition of headhunting exist. The headhunting industry consists of employers, candidates, and headhunting companies. Headhunting companies complete the needs of employers and candidates through the following processes. ^[3]