How can companies effectively control headhunting risks?

Two days later, he called: Ta: Your quotation is on the high side, and other companies quoted lower prices than you. The leader hopes that the service fee can be lowered, and at the same time, it is possible not to pay in advance, but to settle the fee after the project is completed.

Consultant: The fee cannot be lowered. Unless your company or your boss cares about charity and has shown love for it, you can give a small discount. We don't accept orders without prepayment. There is no point in talking about the price now. We still don’t know whether the project is feasible. Ta: This position is urgent. We are in contact with some headhunting companies to do a comprehensive review and then decide which company or companies will take the job. Consultants: Our executive search services are exclusive. Positions that we cooperate with cannot be cooperated with other headhunting companies at the same time.

Ta: If you haven’t found the right person, can the service fee you collected in advance be refunded? Consultant: No retreat. Ta: Then aren’t we very insecure? Consultant: You may have some misunderstanding. It is recommended that you take some time to take a look at our headhunting service procedures to understand how our services are performed and the quality is guaranteed. ......... After spending some time explaining, almost two weeks later, he contacted us to express his intention to cooperate. We don’t need to worry too much about what happened in the past two weeks, the important thing is to come back. After the two-party talks came back, it took almost another week to submit the project proposal, report the agreement, review, modification and back-and-forth confirmation to the leadership. In this way, it took a month to confirm the intention of the position that the customer claimed was urgent. In the end the project was completed quickly and the client was very satisfied. The above examples highlight that some companies lack confidence in headhunting. They often consider the immediate risks and costs, but ignore many hidden risks and costs, which are mainly reflected in the following aspects. 1. Headhunting costs are relatively expensive. This is a conclusion drawn from a comparison with traditional recruitment methods, but it is difficult to obtain senior talents with conventional recruitment methods. It is difficult to imagine finding CEOs, CFOs or CTOs at general job fairs, or for these senior talents to be found at crowded job fairs, They are looking for their dreams in the talent market; it is hard to imagine that these senior talents read newspapers and browse talent websites to find jobs for themselves at work. Therefore, you first want to recruit talents through your own channels, or find a company to cooperate with that does not charge or charges less in advance and has the lowest risk factor. As a result, time often passes quickly, but the candidates are still not in place. The company is no longer at risk, but as time has passed, the benefits that the position should generate are still 0. 2. Unwillingness to pay the down payment. The prepayment has its own significance as the start-up capital of the project. The selection channel needs to be taken care of. Funds are also needed to treat people to a cup of tea and coffee. Reluctance to pay is often due to the mistaken belief that the money will be collected before doing anything. The down payment is due when signing the contract. Before signing a contract, we need to visit the company on-site, insist on meeting and discussing with the boss of the company, and learn more about the recruitment position, job description, employment specifications, annual salary standards and other supporting benefits. We will conduct target analysis based on these conditions and the company's background and culture to clarify the client's company's real employment needs. Based on the above analysis results, we will submit a search proposal to the customer within 1-2 days, including: the quality, ability and other indicators of the required talents; possible salary status; general talent search area, search methods, services Fees, payment methods and tracking services, etc. These tasks are the basis of cooperation, and the project will proceed only after being recognized by the enterprise. Therefore, down payment payment has a reliable basis. A client from Shanghai once complained to me that for a certain position, "I hired a certain headhunting company in Shanghai, but the candidates provided were not feasible." I asked, "Does the headhunting company I hired provide an advance payment?" The answer was: "No." There are also some serious and responsible companies that do not accept advance payments, but they are only a handful. Others are mostly speculative when placing orders. They often recommend some screened resumes and let the companies choose by themselves. If they are successful, they will be better, and if they are not, they will come back with more. Or let it go. That's why there is a joke about a company that has met with more than 200 candidates and has yet to find a suitable CEO. In this way, the company has no risk, but the time cost has gone up and the labor cost has also gone up. Think about it, if the boss has to meet with twenty or thirty candidates, how much time will he lose? Why not leave this matter to the headhunter, and then select three or five people to interview with the boss? 3. Unwilling to give the headhunting company more time. We often encounter companies that are trying to compress the time it takes to provide candidates. Although we have a record of completing projects within a week, we will not give in.

Concession is irresponsible, and reckless concessions will only make the situation worse. If there is no reasonable time limit for candidate search and selection, how can we ensure the quality of candidates? "Being responsible for the enterprise" is the consistent principle of Jinlingpai, and appropriateness is the last word. On the other hand, looking at the recruitment attitude of some companies, they often think of asking headhunters for help only when they have spent a lot of time but can't figure it out and are anxious. It would be better to find a standard headhunting company. If you want to find a bad one with the lowest cost, you will reject the headhunting on behalf of the point. If your company finds that things are not developing in the desired direction in terms of recruitment, please be aware that it is very likely that the company is invisibly consuming its own hidden costs. You need to stop and think carefully about where the problem lies, and if possible, introduce business management consulting for targeted diagnosis. It is important to find a headhunter as early as possible. When the company is not sure that it can fill the position, it is an effective method to introduce headhunters. It is recommended that enterprises establish long-term cooperative relationships with headhunting companies and outsource talent reserves and the recruitment of senior talents to professional headhunting companies. )