#Is the job recommended by the headhunter reliable? Is it really recommended with high matching degree, or recommended in batches? #It has always been a hot topic. I believe many people have this question. Especially for those who don't know about headhunting, let's tell you today whether headhunting is reliable or not.
Who is the headhunter working for?
First of all, before answering this question, I want to tell you one thing: headhunters are different from enterprise HR in that enterprise HR only needs to deal with talents, while headhunters need to deal with not only talents, but also enterprises.
The headhunters of general companies are mainly for enterprises. The demand of enterprises is to recruit people. Headhunters are to recruit people for enterprises. From the perspective of result orientation, they are also serving individuals. Only when benchmarking enterprises, they are free services for individuals.
And the domestic mainstream headhunters only charge enterprises, not individuals.
(as for many people's questions, why do enterprises need to find headhunters when they have HR? You can read this article → why do big companies need to find headhunters when they clearly have HR?)
Of course, many headhunters also have some paid services for individuals, such as interview counseling, resume optimization, exclusive headhunting services, etc., depending on individual needs.
Many people often think about this problem after receiving the phone call from the headhunter, but similarly, the phone call from the headhunter must have a certain working time + a certain degree + a certain level of work.
In other words: not everyone can get a call from the headhunter.
Summary: headhunters are intermediary consulting agencies, which serve both individuals and enterprises. When you get a call from the headhunter, the service is already started.
Will the headhunter be responsible for the result?
Yes, headhunters must be responsible for the results. Look at the charging mode of headhunters.
There are three main charging modes for most headhunters to cooperate with enterprises. One is to charge according to the process, the other is to charge according to the result, and the third is to charge by packing.
1. Charge by process
If the recruitment target is generally Group CEO, CFO or very high-end positions, the relative time cycle is not stable or even longer, so many international headhunting agencies will mainly charge for this kind of process, of course, it also includes certain service fees and consulting fees.
2. Pay for results
Result oriented payment is the mainstream mode of domestic headhunters. This mode will charge a certain amount of advance payment after signing a contract with the enterprise, which is also to ensure the authenticity of the position.
This kind of people are mainly middle and high-end talents, such as supervisor, manager, director and so on. After the talents are recruited, the remaining fees will be charged at one time after the recruitment.
3. RPO and recruitment outsourcing paid by package price
RPO has the taste of a little headhunter. It mainly recruits in batches, and generally targets middle and low-end talents.
For example, if a customer wants to recruit 200 sales elites in batches, they don't charge according to the annual salary of the candidates, but according to the batch packaging of an order. The package price of this list is 2 million yuan, so the cost of each person is 10000 yuan.
The above three methods are the most important charging methods adopted by headhunters, but there are also other charging modes.
To sum up, if the headhunter wants to get the enterprise service fee, he should not only find the right person for the enterprise, but also find the right enterprise for the person. You can even understand that the headhunter is like a matchmaker, looking for the right object for both sides.
Therefore, when you receive a phone call from a headhunter, it can be preliminarily determined that you and the enterprise have a certain degree of matching, which is often determined from your work experience, your work ability and your work platform.
For example, Ms. Li (enterprise) wants to find a man (market talent portrait) in Shanghai with an annual salary of 300000 and a height of more than 1.7 meters, who can cook in a sunny and handsome way, as a dating object, and the matchmaker (Headhunter) needs to find it according to this portrait. After you find it, you can look at character, face, three views and family (further match)
To get the service fee, both parties must be satisfied.
Conclusion: only the successful recommendation of employees (candidates) to employers (customers) can complete the business, so it serves both employers and employees. Therefore, headhunting is strong result oriented.
How to judge whether the headhunter is reliable?
When you have a certain understanding of headhunters, you need to judge whether a headhunter and a headhunting organization are reliable.
All industries are uneven. Big companies like 阿里巴巴, Tencent and Huawei dare not say that they are all talents. If they are judged by 100 points, they will also be uneven.
Then how to distinguish the excellent and reliable interviewers?
1、 How to judge whether a headhunter is reliable?
To see if a headhunter is reliable, in fact, it's very simple, whether he thinks about you.
As I have said before, although headhunting enterprises charge fees, they must be satisfied by both parties (recruiters and job seekers) and provide two-way services. It can be seen from the following points:
1. Did the headhunter read your resume carefully.
Anyone who has the ability will encounter both professional headhunters and unprofessional headhunters. Professional headhunters are familiar with your resume, so the recommended positions are highly matched and can provide a platform for your development.
The unprofessional headhunters will only call you when they are ready to communicate, or even recommend the positions that are not very matched. They will scan your resume without careful analysis.
2. Does the headhunter take into account what you are good at.
There is a kind of headhunter, in order to complete the interview invitation rate, the recommended work is not highly matched with the position. For example, recommend a new media content operation as a community operation. Although both belong to the new media field, the actual job details are quite different.
When you say no, they sincerely invite you to have an interview and talk with the boss. Maybe they want to go all of a sudden. This kind of performance is totally unreliable. It wastes both the time of the interviewer and the time of the applicant.
3. Is the headhunter familiar with the field and position.
This question is very important, for example, what are the top companies in a certain field, the necessary skills and job responsibilities for recruitment, the significance of department establishment, and reporting objects, etc
This kind of question is known as soon as you ask it. All the headhunters who can't answer it are those who don't do their homework. It's not reliable.
What's more, what you've been responsible for in the past, what you've done, what's the gold content of your previous position or rank? If you can make a similar judgment, it means that the headhunter is experienced.
4. Whether the expression is fluent and confident, whether the thinking is agile, and whether the image is suitable for the occupation.
Generally, a professional headhunter is not only fluent in Mandarin, but also quick to respond. If you can't speak clearly, how can you communicate with the company and the candidates.
So, being able to communicate is a necessary but not an optional skill for a headhunter.
It may be asked, isn't this a requirement for candidates? Why should this be considered when investigating headhunters?
Very simple, this is two-way. Headhunters are choosing you. You can also choose headhunters.
There is also about image, which can be seen in offline enterprises. There is no communication between them. But there is a voice online (which has been mentioned above) and another one is professional image, which is the best channel to display wechat, wechat avatar and professional image of friends circle.
Generally, professional avatars will be more professional, because you have shown your appearance to customers, which is true and can increase trust.
Remember, professional image is important.
2、 Is it reliable for us to go to a headhunting agency?
This can be seen in yesterday's article: advice from a senior headhunter: how to quickly judge whether a company is reliable in an interview?
1. Look at the popularity and scale of the company.
It's very simple. You can search online and find out. First, look at the scale, whether there are branches in the country, where the headquarters is, how many people there are, and how many employees there are.
In terms of reputation, online comments on a company can't be completely believed, especially for those who leave, most of them leave because they are dissatisfied with the company, either because of their salary or because of their unhappy work.
We believe that there is a certain degree of recognition for headhunting organizations with hundreds or even thousands of people in a company.
Attach the website for company information:
·Enterprise credit information publicity system of Administration for Industry and Commerce: http://gsxt.saic.gov.cn
·See the website: http://www.kanzhun.com
2. Look at cooperative customers.
There are introductions and cooperative enterprises on the official websites of many companies. Generally, they dare not scribble.
Headhunters who can get good positions are usually of high quality. Because high-quality customers will also make screening according to multiple indicators before choosing a headhunting company. Finally, we choose to cooperate with more reliable and excellent headhunters.
3. Look at the training system of headhunters.
This is directly related to the level of employees in a headhunting company and how far the company can go. There are many headhunting companies in China, but few have a complete training system.
4. Look at the operation time of this headhunting company and see if there are any business backbones.
A company can do it for 8 years and 10 years, which means that the business system is relatively mature. Secondly, if a headhunter company has a very good headhunter as the business backbone, it means that the company is also very powerful, and the service should be reliable. After all, the company will not joke about its reputation.
To sum up, I believe you have a certain understanding of headhunters, and can also judge whether a headhunter is reliable, hoping to help you.
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