What are the advantages of headhunting recruitment? (headhunting service)

Even if you need to change jobs, you will generally dig directly through the recommendation of friends in the industry, headhunting companies or competitors.

Talents who are generally attracted by advertisements and those who attend job fairs may have the following situations:

Immature talents, although they have potential, are not fully performed and are risky to use, which is not suitable for controlling the overall situation of large groups;

People who value money too much attract them only because their annual salary is higher. These people often have low moral standards, which is unfavorable to the long-term development of enterprises.

There are many people with high self-esteem and inaccurate self-evaluation in the market. Most entrepreneurs who are good at employing people will not reuse these people, but they always sigh that Bole is good.

Even talented people often change jobs frequently because of their poor interpersonal skills, self-centeredness and difficulty in cooperating with others.

These talents are often not the talents that enterprises can entrust with heavy responsibilities, otherwise they may bring huge employment risks to enterprises, not only losing time, wages and benefits, but also revealing business secrets and increasing competitors.

In addition, there are still some disadvantages in using openly recruited talents. For example, because the annual salary of senior talents found is very high, far exceeding other talents in the enterprise, it may often lead to bad feelings within the enterprise. Some people may not cooperate and want to see the jokes of airborne troops, which is not conducive to management reform. Through headhunting, the annual salary of new talents can be kept secret and will not bring too much impact to enterprises. Of course, the most important reason for choosing headhunters is that headhunting companies can use many channels to find top talents who are reused by other bosses and have no intention of flowing, and they can conduct a comprehensive inspection of these talents to ensure the quality of talents, greatly improve the success rate of introducing talents and reduce the business risks of enterprises. In a word, the services of regular headhunting companies are generally efficient, timely and accurate, with high success rate, and are often used by excellent enterprises at home and abroad to introduce senior talents.

Some enterprises introduce talents through open and high-paying recruitment, which has caused great losses to enterprises, such as the loss of a large number of original talents due to salary problems, the operating losses of enterprises due to insufficient quality of talents, and the deception of enterprises due to insufficient investigation and research on talents. These losses are far greater than the fees paid to headhunting companies, and it takes a lot of time and energy compared with using headhunting companies to dig people.

For some senior positions that are scarce in the market, headhunting will be the best choice for enterprises, otherwise they will often take some detours. For example, once a company wanted to recruit an executive vice president, with high expectations, and it was difficult for ordinary people to assume this position. At first, they were not in favor of headhunting service, thinking that the fees were too high and they had to charge a high down payment. So they spent tens of thousands of dollars advertising in many media and received thousands of resumes. The company spent a lot of time and energy screening, and after several rounds of interviews, it failed to find the right person, so it had to go to the headhunting company again. But for the sake of cost, they still chose a headhunting company with low fees and not standardized enough. After investigating many materials recommended by headhunting companies, they finally took a fancy to a talent. After being hired, they found that this person can only talk but not practice, and his practical ability is too poor. After investigation, it was found that the work experience in that profile was false, and the headhunting company did not conduct personnel investigation at all. Although the company paid a small deposit, it paid some wages, spent a lot of energy, leaked many company secrets, wasted precious time and caused irreparable losses. Finally, under the recommendation of the partner, we cooperated with a professional headhunting company and finally found a very excellent talent. However, it dragged on for half a year.