It was the first time that Ke Rui went public, and the first two times ended in failure. Speaking of Ke Rui, it seems that his reputation in the industry is not bad. Founder Gao Yong is also a legend. Not long after graduation, I worked as a small headhunter for 8 months and founded my own department.
Ray, it's been 20 years. Having said that, let's take a very simple look at the annual report:
? Many people think that headhunting companies make a lot of money, but their gross profit margin and net interest rate are not high, including Manpower and Renshida. After all, it costs a lot of money to raise a group of eloquent headhunters. I'm too embarrassed to tell people that I'm a headhunter when I work outside the Second Ring Road.
? ES and RPO have high profits, but the quantity is not enough. A big headhunting company can't live on these two. Dispatching outsourcing is dirty, but it can run a lot.
? Ke Rui had 65,438+00 big customers before 2065,438+06, and several big customers have been relatively stable in the last three years. 16 years, Huawei became the second largest customer from a small customer, which should be quite satisfactory.
Just a brief look at the annual report will give you a glimpse of the operation of headhunting companies. This article is not about this.
First of all, headhunting companies are divided into two categories: employment system and restraint system. The headhunting company that accepts the engagement fee is too high-end, and I am not Kai-fu Lee, so we are talking about the headhunting that accepts moderation.
Is headhunting easy? It's easy and difficult. By the end of 20 15, China * * * had established 27 1 10,000 human resources service institutions with 45 1 10,000 employees. Only a few small companies jumped ship, rented an office with their previous contacts, and pulled two telephone lines, which was very easy, comparable to real estate agents. However, among these tens of thousands of competitors, it is very difficult to expand business, establish a good reputation and attract a steady stream of customers. The products and customers of headhunters are people, and people are the most difficult products to serve and manage in the world.
Based on my experience in headhunting with 10 for many years, I am very disappointed with headhunters in China, and this is not my feeling alone. My own reasons are as follows:
Because it is based on contingency, it is successful to collect money and get commission. Therefore, for the sake of performance, headhunters mostly adopt the strategy of spreading the net for quick success and instant benefit to improve the success rate and speed. Let r go out and collect a group of people first. After a cursory look at the candidates' resumes and JD, they will push it to HR, whether you are really suitable for this position or not. It doesn't matter if HR feels dissatisfied. I'll push another group to you in a few minutes. There's always a lucky group. As for job seekers, they are just commodities on the assembly line. If they fail, they will be thrown away this time without any explanation. I rarely get feedback from headhunters and feel that I can be summoned at will. I used to call her Britney Spears when watching the moon with me. Now the new girl is better than before, and her name is Mrs. Niu!
KPI and company culture. In a slightly larger company, every day, consultants carry a lot of KPIs, make a few phone calls, meet many applicants, receive a lot of resumes, send a lot of resumes and develop a few.
Customers, how much information has been collected and so on. Don't look at wearing a dress every day and going in and out of high-end office buildings. Actually, it's quite stressful. The culture of the whole company is a wolf culture, with a high turnover rate. Few newcomers can survive for half a year. exist
Under such great pressure, you still expect C to think of customers and applicants everywhere. It is nothing more than a double bluff to keep their KPI and performance. Many of them just use candidates to get useful information about them.
So you will meet all kinds of headhunters' calls every day, but there are few interview opportunities. In fact, people are just telemarketers in headhunting coats, doing it in the name of consultants.
Don't take sales too seriously Attach a joke that headhunters are being lectured:)
Customer-oriented. Who should headhunters serve? Whether it's the current candidate drive
This is still an employer-driven market. As an intermediary, headhunters should treat both ends equally and provide good service, even if the employer pays. Some headhunters feel that selling candidates as commodities.
For employers, as sales, of course, they should serve (Hu) and (you) customers well. But don't forget, only good goods can sell at a good price and sell faster. Customers will ask you for goods next time, not to mention that you want to sell them.
What's more, the candidate is actually your client, and it's not necessarily who will use it in the future.
Consultants have short experience and low level. All you want to hunt are candidates who have been in an industry for more than ten years, and headhunters often only work for a few years. Even better, they may jump ship from this industry, right?
The industry still knows. As for the question the headhunter asked me about the junior layman, I won't spit it out. Imagine that such a headhunter who has never spent a day in the company can find suitable positions for clients and candidates? someone says that
Although headhunters have never specifically entered this industry, they are at least in contact with candidates in this industry every day, and may know more than those who have worked for more than ten years. I just want to say that even if you are a bachelor who has seen tens of thousands of porn,
You can't compete with a newly married groom. That wonderful feeling you won't understand. Speaking of this, in fact, I always think that the recruitment process of enterprises is upside down, and the person who puts forward specific needs and knows what work is needed best is God.
It is unscientific to interview department line managers who are unfamiliar with specific business and only know how to look at their faces.
Well, I'm sorry for the headhunters who can still see here. In the final analysis, the above are just some opinions based on my personal experience. I'm only one foot level, and I'm not finished. If you think you are talking nonsense, please laugh it off. If you think you can get some inspiration, please give me a compliment.
I have also met some good headhunters, who are very familiar with the ins and outs of the position, the future development, the company and the industry, and have a comfortable and frank chat. Although sometimes there is no interview opportunity in the end, I don't think it is a waste of time. Who can guarantee the sales success rate of 100%?
I also understand the difficulty of headhunting. The middle of the three plywood is not easy to do. HR may make various unrealistic demands. The budget of one room and one living room wants to buy a large flat floor, and the TP of the industry may be too small to find a match.
The right person; All kinds of broken links on the candidate's side. Maybe he only went to 1 for three interviews, maybe he got the offer and went back on his word, and all the processes had to start over. It may have been followed up for 2 months, but it was finally competed by other competitors.
The opponent is one step ahead; The KPI and performance requirements in the company are overwhelmed. It is not easy for everyone to make money. Now that we have entered this pit, these are the difficulties that into the pit should have known before.
In fact, a successful case should be win-win, not only the headhunters get commissions, but also the companies and applicants gradually find themselves cheated. Come on, headhunter!
Advice to job seekers:
When a headhunter calls, don't disclose the names and telephone numbers of other departments or people in the company now or before, except the necessary job description. It's all a lie.
Finally, headhunters often ask which companies have you interviewed recently? How far is it? It's all about getting information you can use for her. Just say no.
If you agree to the interview, be sure to be punctual, pay attention to your clothes and don't say it in advance. After all, headhunters will give you a chance to win, and you can't let headhunters lose face.
If you feel inappropriate during the interview, just refuse the next round. There is no need to practice with an offer, wasting the time of the other two parties. The other two parties will be passive, so why bother?