Summary of the work of headhunting consultants

Summary of the work of headhunting consultants

In recent years, the headhunting industry has developed rapidly in China. As the core resources of headhunting companies, the research on the competency characteristics of headhunting consultants has attracted more and more attention from various organizations. The following is a summary of the work of headhunting consultants that I have collected and compiled for you. I hope it will be helpful to you. Welcome to read and learn!

Headhunting consultant work summary 1

Unknowingly, it has been more than a year since I joined the company. Looking back on a year ago, I was still nervous about the concept of sales. It seems like just yesterday that I stepped into this completely unfamiliar field to work, but compared with that time, I should be considered less experienced now! But these are really thanks to my colleagues for their hard work in all aspects over the past year. The help and support they gave me, and the influence of the company's environment also cultivated my interest and confidence in this industry.

At present, it seems that the entire headhunting industry has entered a severe winter. The market is becoming more and more mature, competition is too fierce, and sometimes even vicious competition occurs. Generally speaking, the overall situation of ** Company is still rising steadily in such a big environment, which shows that we still have a strong competitive advantage. But how to gain a firm foothold in such an environment and become stronger and bigger in the industry? As a salesperson, the first consideration is undoubtedly to increase sales targets and capture market share.

1. My personal summary of business development in 20xx is as follows:

1. Business development areas:

My personal business development areas in 20xx It is still concentrated in Guangdong Province; on the one hand, the demand for talents in Guangdong Province is greater than that in other provinces and cities, and the demand for senior professional managers and senior technical personnel is relatively large in this region; on the other hand, special The geographical location determines that target customers are quick to accept new things and are more receptive to headhunting for high-level positions. It is better for salespeople to do preliminary persuasion work. But on the other hand, precisely because of the existence of such a market, and because industry barriers are not strong, there are an increasing number of newly established companies, and the operating levels of each company are uneven. Some customers have also seen malicious price reductions in the process of developing business. Regarding this phenomenon, if the client has a strong intention to recruit in this way, I personally usually explain the objective reasons to the client first and let them understand that the charging standard is directly related to the quality of the service; in this process, I try my best to Give some examples and give some suggestions based on the actual situation, so that the client company can understand from words the professionalism of "**" in recruiting talents. So even if this cooperation does not come to fruition, it will leave a deep impression on the relevant personnel and pave the way for the reputation of "top talents" in the industry.

As the expansion work continues in the second half of the year, it is obvious that the entry of foreign-funded enterprises in Zhejiang and Jiangsu is very obvious, and the demand for middle- and senior-level personnel in production-oriented enterprises has increased; during the contact process, a large number of Some customers still pay more attention to the company's location and upfront costs. In future work, I will discuss more experiences with colleagues in developing remote customers.

2. Summary of customer development industries

This year, the development was more concentrated in production-oriented enterprises and IT software and hardware industries, while others were scattered customers with needs. Starting from July and August this year, production-oriented enterprises have seen a significant increase in demand for senior personnel, especially senior executives with technical backgrounds. However, due to the special nature of the company, its understanding of such recruitment methods and costs needs to be improved, which also brings certain difficulties to the expansion work.

Compared with production-oriented enterprises, the early contacts with most IT companies appear to be relatively smooth. Companies in this industry currently seem to have weak R&D capabilities for middle-level companies; some companies have experienced interruptions in R&D in a single field within the company. , the role of project leader is urgently needed. In view of this situation, it is very important to introduce the customer expansion company from the early contact to the later substantive negotiation. But I personally always seem to be powerless in this aspect.

At this stage, work and negotiation skills need to be further improved.

3. Summary of knowledge about potential customers’ industries and their fields

For sales staff, professional sense is particularly important. So it seems that for sales staff in the headhunting industry, in addition to accumulating the latest developments in various industries and current affairs of major companies and making industry judgments about key services, they also need to pay close attention to companies in the same industry.

In this process, it has undoubtedly brought new knowledge to the practitioners. As far as I am concerned, the accumulation of this knowledge comes mostly from exchanges with friends in the industry, as well as daily newspapers, magazines and news. However, there is not much communication with colleagues within the company about potential customer industries. I hope to strengthen information exchange in future work. On the one hand, you can broaden your knowledge; on the other hand, you can enhance your professional sense through this information, and your colleagues at work can promptly identify the key directions of the work. At the same time, this information will also help to increase the bargaining chips for ourselves in the negotiation process with customers; as the saying goes: "Only by knowing the enemy can you win every battle." For customers, the more we know about the industry, the more we will appear to be right. He has a profound understanding of the industry and creates a more profound professional image for his customers.

4. Shortcomings in work

In the past year, although I have achieved some results in my work, there are still many shortcomings. First, there are more people who take the initiative to ask for instructions from their leaders at work, less reports, and few people who think of ways to pay attention to the company. Second, there was insufficient research before starting the work. Some situations were not understood in detail, not solid enough, not enough, and the materials were not fully mastered, which made the work passive. Third, there are few sources of new information (including competitors in the same industry), and there is not much business communication with colleagues. In the new year, I will use my strengths and avoid weaknesses, work hard, overcome difficulties, and strive to do a better job.

2. As the company grows, we grow together

In the past year, I should be deeply aware of the company’s continuous growth. As a member of the company Every change in the company of an "old employee" makes me deeply feel its growth. From weekly meetings to monthly company activities; from semi-annual travel to regular training courses to this work summary. Although there are some problems in the implementation process, it is undeniable that "**" is growing, our team is growing, and we are moving step by step in a more promising direction. For each of these employees who I believe in "**", there are examples in my eyes.

1. Regarding the company's culture, I think every colleague has a different understanding of it, so how to unify these differences? I think it will be a new topic faced by the company's leaders.

There is also the establishment of an incentive mechanism to create a flexible and effective talent environment so that personal interests are closely related to the company's goals. Individuals can regard the company's career as their own, making the company long-term, stable, and Healthy development does go a long way. For example, whether the company's goals and next-step planning or plans can involve employees, there are several advantages to doing so: first, it allows employees to deeply realize that they are truly members of the company, giving them a sense of belonging; second, It allows company leaders to understand each employee's thoughts and deeper psychological needs in this way; third, it allows the goals to be implemented to everyone in the team, making the goals and direction of their next work clearer; thus making The difficulty coefficient of the company's goal plan has been reduced, which truly reflects the operational advantages of the team; fourth, after the company achieves its goals, it can be said that both the team's combat strength and the company's overall strength have reached a new level; and for team members It is said that what you get is not only a salary reward, but also the sense of accomplishment and joy of completing the task, which can be replaced by more than just the bonus.

The continuous improvement of the company's system and the improvement of various benefits can enable employees to put aside some worries and devote themselves to work with fuller enthusiasm. In 20xx, the company improved social security, pension insurance, medical insurance and other benefits, so that employees have some basic protection. When they are sick, they can activate their own accounts and save themselves an expense.

But people often say: "There is no other reason to be sick." If you are really sick, it will not only cost you a fortune, but more importantly, you will suffer physical pain. Your family and friends will be worried, and it will also delay the work at hand. Many companies have added annual physical examination benefits to the sound company welfare system. Can our company carry out follow-up visits to this system, so that the "people-oriented" culture can be more prominent in the company and eliminate colleagues' hidden dangers of disease in Enlightenment? status, thereby strengthening institutional training in a targeted manner.

2. About team activities

The company continues to grow, and colleagues who used to meet every day are separated on different floors. Sometimes everyone is not sure about each other for a week or two. We have only met each other, but the monthly team activities have brought everyone closer together, and each activity is colorful and meets the different needs of different employees. But every time I always feel that time is not enough for everyone to go their separate ways (I don’t know if others have the same feeling as me, the time spent on the road is almost as long as the time spent on activities). So after the event, can everyone voluntarily stay and stay, and have another catering event together for the year-end work summary of the headhunting consultant? Maybe in the eyes of others, this is just a meal, but this meal has brought many colleagues closer to each other. What about the distance between you and your heart?! Compared with exercise, this is after all an opportunity for communication and communication! (The time of the previously organized activities can be advanced or postponed by 1 to 1.5 hours, leaving free time for meals)

3. Regarding the company’s weekly meeting system

Due to the particular nature of the work of market development personnel, the frequency of regular meetings may not be as frequent as that of colleagues who work in the later stage, but they can participate in the later stage from time to time. Regular meetings with colleagues can communicate and analyze the problems encountered in the early communication with customers and the problems encountered in the process of recommending candidates. After all, there is a transition between the pre- and post-work. In the later stage, we face the pressure of hunting candidates, and in the early stage, we face the difficulty of being scolded by clients when candidates have problems. With more communication, everyone can understand each other. and get the job done smoothly.

4. Training about the company (improving the company’s cultural atmosphere)

The continuous expansion of the company’s business has caused our team to continue to grow, and the age structure is relatively concentrated and younger. is the biggest characteristic, which makes the "top talents" become more and more energetic. How can such a team improve the team's combat strength in today's fierce competition in the industry? I personally think that the construction of the team's learning atmosphere and the improvement of the company's training system should be strengthened.

In this wave of knowledge management craze, almost all companies have gradually begun to pay attention to the construction of corporate culture. I don’t know if others feel the same way as me. In an area with a strong learning atmosphere, people’s thoughts, words and deeds will be greatly affected, and it can even go deep into their physical and temperament. Organizing topics from time to time to learn or spread some new knowledge can improve the overall mental outlook of the team and make the team more cohesive. The company's irregular training can continue to be improved in future work. From irregular to regular, through this form, employees can learn about the industry knowledge and latest developments of different industries, and improve their personal business capabilities. In this way, if we persist in the long term, I believe that the overall combat effectiveness of ** will be improved accordingly. .

With the passage of time, 20xx has withdrawn from the stage of history, and a new year has begun. It brings each of us’s vision for the future and also brings new hope to everyone. , ** will also take a new step in the new year towards a better tomorrow. Headhunting consultant work summary 2

Nothing is smooth sailing, especially in the headhunting industry. Headhunters are anxious when clients are looking for people. They are anxious when they find candidates without arranging interviews. They are equally anxious when there is no timely feedback on interviews. If the interview is passed, there will be many variables before joining the company, which makes people worry. The mutual integration between the candidates and the company after joining is also a key issue. Health issues. It is appropriate to call a headhunter a project manager. If there is a problem in any aspect of the project, there will be corresponding feedback. In 20xx, my colleagues and I were fortunate enough to experience many of the above-mentioned situations. Fortunately, we withstood the test.

The attitude towards headhunting has changed somewhat. When I first started headhunting, I focused more on finding the right candidate to meet the needs of the company. This kind of matching was more based on JD's superficial description. I gradually discovered that the cultural and personality differences between the candidate and the company also changed during the search. Very important. Maybe a candidate is qualified at a certain stage of enterprise development, but if he is separated from a specific historical period, he may only become a victim. The time, place, people, and events all have to be right. As the saying goes, the right time and place are all right.

Gold will shine one day, and every effort will be rewarded, it’s just a matter of time. The candidates recommended to company A last year are not suitable, but they may be suitable for company B's existing projects. Keep in touch and communicate with the candidates, and the gold of the candidates will shine one day.

There is no hard or easy CASE, many things are relative. Jobs that are easy to fill tend to have a wider scope of searches, and customers are relatively picky. Positions that are difficult to fill often have a limited number of candidates, but as long as you enter this circle, things can be solved very well. When facing any project, it is important to conduct a calm and objective analysis. You cannot set limits on yourself or be blindly optimistic from the beginning. The headhunting industry is also an industry that cultivates mentality.

Reading newspapers every week and receiving certain stages of training from the company will help you understand that headhunting is an industry that is constantly improving and updating. Only when headhunting consultants are in sync with the industry can they be in sync with companies and candidates, and can they become A true headhunting consultant. It’s important to make learning a habit.

In the anticipated 20xx year, we plan to improve and work hard in the following aspects:

1. Strengthen the internal training of headhunting. After all, the headhunting industry has limited experience and a lot of industry knowledge and professional skills. Need to learn, improve and standardize

2. Consolidate and establish channels that are familiar with the industry. Based on the summary of successful personal recommendations, the accuracy and success rate of friend recommendations are very high. It is important to learn more from candidates in the industry and have their help and support.

Third, improve the depth and level of candidates and achieve true headhunting. Any industry is an unfathomable knowledge. Many candidates spend their entire careers without fully understanding it, let alone peripheral headhunting consultants.

5. Targeted challenges for some relatively difficult positions, so that headhunting success stories can be refreshed in the new year

Affected by the financial crisis in 20xx, some situations will occur in the headhunting industry. But it’s still worth looking forward to. Because when any crisis occurs, it will only have a greater impact on certain industries. New industries will definitely be born, and new industries will inevitably require human resources to support and develop. This job must be done by headhunters. For example, the launch of 3G is an industry that is very exciting. In addition, the world is developing more and more scientifically. When faced with natural disasters and economic crises, people do not just sit back and wait for death, but actively take measures to prevent or reduce the harm, trusting in human wisdom. Let’s work together! Summary of the work of headhunting consultants 3

Nothing is always smooth sailing, especially in the headhunting industry. Headhunters are anxious when clients are looking for people. They are anxious when they find candidates without arranging interviews. They are equally anxious when there is no timely feedback on interviews. If the interview is passed, there will be many variables before joining the company, which makes people worry. After joining, the mutual integration between the candidates and the company is also a key issue. Health issues. It is very appropriate to call a headhunter a project manager. If there is a problem in any aspect of the project, there will be corresponding feedback. In XX, my colleagues and I were fortunate enough to experience many of the above-mentioned situations. Fortunately, we withstood the test.

The attitude towards headhunting has changed somewhat. When I first started headhunting, I was more concerned about finding the right candidate to meet the needs of the company. This kind of matching was more studied from the superficial description of the JD. I gradually discovered that during the search, the cultural and personality differences between the candidate and the company were also different. Very important.

Maybe a candidate is qualified at a certain stage of enterprise development, but if he is separated from a specific historical period, he may only become a victim. The time, place, people, and events all have to be right. As the saying goes, the right time and place are all right.

Gold will shine one day, and every effort will be rewarded, it’s just a matter of time. The candidate recommended to Company A last year is not suitable, but the candidate may be suitable for Company B's existing projects. Keep in touch and communicate with the candidate, and the gold of the candidate will shine one day.

There is no hard or easy case, many things are relative. Jobs that are easy to fill tend to have a wider scope of searches, and customers are relatively picky. Positions that are difficult to fill often have a limited number of candidates, but as long as you enter this circle, things can be solved very well. When facing any project, it is important to conduct a calm and objective analysis. You cannot set limits on yourself or be blindly optimistic from the beginning. The headhunting industry is also an industry that cultivates mentality.

Reading newspapers every week and receiving certain stages of training from the company will help you understand that headhunting is an industry that is constantly improving and updating. Only when headhunting consultants are in sync with the industry can they be in sync with companies and candidates, and can they become A true headhunting consultant. It’s important to make learning a habit.

In the anticipated 2016, we plan to improve and work hard in the following aspects:

1. Strengthen the internal training of headhunters. After all, the headhunter industry has limited experience and a lot of industry knowledge and professional skills. Need to learn, improve and standardize

2. Consolidate and establish channels that are familiar with the industry. Based on the summary of successful personal recommendations, the accuracy and success rate of friend recommendations are very high. It is important to learn more from candidates in the industry and have their help and support.

Third, improve the depth and level of candidates and achieve true headhunting. Any industry is an unfathomable knowledge. Many candidates spend their entire careers without fully understanding it, let alone peripheral headhunting consultants.

5. Targeted challenges for some relatively difficult positions, so that successful cases of headhunting can be refreshed in the new year

Affected by the financial crisis in xxx, there will be some situations in the headhunting industry. But it’s still worth looking forward to. Because when any crisis occurs, it will only have a greater impact on certain industries. New industries will definitely be born, and new industries will inevitably require human resources to support and develop. This job must be done by headhunters. For example, the introduction of 3G is an industry that is very exciting. In addition, the world is developing more and more scientifically. When faced with natural disasters and economic crises, people do not just sit back and wait for death, but actively take measures to prevent or reduce the harm, trusting in human wisdom. Let’s work together, 20xx! ;