What Does an Executive Search Consultant Do?

Headhunting or Executive Search consultants are a popular recruitment method in Europe and the United States.

Headhunting consultant

Professional headhunting consultants generally have good personnel manager experience, provide guidance on human resource development for companies, provide the true situation of candidate talents and conduct frank exchanges, have rich experience, or have held high positions to provide reference opinion. Professional headhunting consultants strictly adhere to industry standards and professional ethics, have superb communication skills and skills, and accurately and comprehensively understand the real needs of customers. Some headhunters also have deeper psychology,

1. Responsible for customer information analysis of target industries and research customer needs;

2. Responsible for market expansion, establish entrusted recruitment agreements with customers, and maintain good customer relationships;

3. Collect and analyze detailed information on client needs from clients and implement effective recruitment actions;

4. Identify the skills and qualifications required for the position from the client's recruitment needs, analyze the market and establish the direction and goal of the search

5. Instruct assistants to use effective tools to search and screen candidates in a planned way;

6, accurately communicate the client's recruitment needs, do interviews and evaluations for candidates, and identify suitable candidates through effective matching work;
7. Carry out salary coordination and negotiation for candidates;
8. Tracking service For all projects that have been successfully completed, the main purpose of the tracking service in the later stage is to better integrate the recommended candidates into the company.

Headhunting consultants are senior members who must have to start a headhunting company, and are professionals engaged in headhunting services. The level and number of headhunting consultants directly determine the quality of headhunting business.

1. A good headhunting consultant has been engaged in headhunting for at least five years, including a headhunting commissioner who has worked for more than three years, and has extensive headhunting experience;

2. Good headhunting consultants should be experienced.

3. A good headhunting consultant should have a certain understanding of the required companies and positions, and be able to accurately understand the requirements of the positions;

4. Good headhunting consultants can skillfully use various network tools and quickly find talent leads;

5. Good headhunting consultants have had good success cases and performance;

6. A good headhunting consultant generally has a good background in human resources and can provide career development guidance and interview skills.

7. Good headhunting consultants have extremely high professional ethics and are highly responsible for talents and customers, not just to make money.

8. Good headhunting consultants are particularly good at maintaining corporate secrets, and can better ensure the occupational safety of applicants and strictly adhere to headhunting rules.

9. Good headhunting consultants have a good attitude and are good at communication and expression. Communicating with them always makes people feel happy, and they can hear their advice and suggestions from the heart;

10. Good headhunting consultants consider issues from the perspective of customers.

11. A good headhunter should have a strong sense of responsibility and awareness of brand maintenance.

International headhunting companies generally have high base salaries and low performance commissions; of course, some companies do not have performance commissions at all, but only pay bonuses of about three months at the end of the year; some companies implement a partner system and have dividends at the end of the year. The annual salary of consultants for international headhunting companies in China is generally around RMB 500,000-1 million. Domestic headhunting companies generally have low base salaries and high performance commissions, and rarely have high base salaries and low performance commissions. In addition, different companies have large level differences and structural differences due to differences in service industries, customer service and operating performance. The partner's annual salary should be more than one million yuan, which depends on the company's specific operations and income status; Senior consultant (director manager): monthly salary between 15,000 yuan, annual salary between 300,000-800,000 yuan; Headhunter: basic salary between 5000-15000 yuan, annual salary between 200,000-500,000 yuan; assistant consultant: basic salary between 3000-5000 yuan, annual salary between 100,000-100,000 yuan; interviewer: basic salary between 2000 -3,000 yuan, annual salary between 60,000-80,000 yuan.

Headhunting companies are not looking for jobs for those who can't find a job, but hunting for companies who never worry about finding a job.

Generally speaking, headhunting, headhunting, and headhunting are the heads of various companies. Only in the past two years, in order to save labor costs, more and more companies have outsourced their human recruitment work to headhunting companies. This is the so-called RPO. In addition, the domestic job market is very special. Zhilian 51, etc. can still use those to find college students. Once there is a senior professional manager position, many HR will be uncertain, and you cannot go brazenly. Those who directly dig into rival companies will cause competition in the industry, so almost all positions with annual salary over 30W this year will be done by headhunters.

Headhunting companies generally do not recommend people who are always unemployed because they charge high fees for customers and must hunt for outstanding talents that meet customer needs. Therefore, to solve the problem of food and clothing, we need to rely on ourselves to achieve a well-off or wealthy. Candidates need to have good performance.

The goal of headhunting companies must be talents with strong working ability and outstanding performance in the enterprise. Because many domestic corporate customers do not recognize people with potential, but pay more attention to people with strength. If you don't reach this level yourself, it's unrealistic to rely solely on headhunting packaging.

Only those who have worked in a multinational company, learned the standardized management of foreign companies, and are able to adapt to the complex internal management environment of the company and be proficient in the mainland's local management culture, can they make a difference in the new position. It is very difficult to manage domestic enterprises with the ideas and experience of pure foreign capital. It is very important for candidates to have industry experience in their business quality and have a forward-looking view of the industry's future.

Whether a candidate has good personal conduct and professional ethics is crucial.