Headhunting company refers to the company that can provide the best job-hopping choice, find interest points, design career, talk about salary, communicate information, safely pass the probation period and be your professional broker.
What can headhunters do for you? Relevant people said that it can be said from two aspects, one is macro and the other is micro. From a macro point of view, headhunting can first play the role of horizontal guidance, and headhunting companies have strong industry advantages. For example, a person engaged in mobile phone work in the telecommunications industry may not know much about his peers outside his own company. Especially when two companies in the same industry want one person at the same time, it is sometimes difficult to make a judgment as an individual. At this time, it is particularly important for individuals for headhunting companies to fully understand and grasp an industry. Headhunters can introduce the company's culture, the boss's personality, and whether the company's development in the whole industry is rising or falling. The headhunting company can tell you which one is the most worth choosing.
Headhunters can also remind and promote individuals. Headhunters often ask you what your plans are for the next three to five years. What are your own interests? People who have their own career development plans may follow the original direction. At this time, headhunters will often call him and ask him if you want to be a director. Are you gradually implementing your ideas? Is there any corresponding training? Are you really working in this direction? In addition, some people are confused and feel too tired to do sales work; Being a market feels too boring; Then I really don't know what to do next. Because when some people just graduated, they took the road of "working first and then reemployment", and after working for a period of time, they began to realize that they should design their own career. At this time, the headhunter needs to talk face to face with him, understand what he doesn't like and what he is interested in according to the details, find out his interest points, and tell him what job can reflect his interest points, so as to help him make a career development plan. For example, I once met a person who majored in computer at first, but went to work in an investment bank after graduation. After working for a period of time, he said that he felt numb when he went to work every day, and his work performance was not very good. Through contact and conversation with him, I know what problems he encountered in his work. Why don't you like your present job? What does he like to do in his spare time? Do you have any hobbies or something? I find that his personality is between extroversion and introversion, and I feel that he is still interested in technical work. In other words, if he is engaged in sales, his interest lies in after-sales rather than pre-sales, because pre-sales mainly deal with people and after-sales mainly deal with machines. Later, I helped him find a new job, which he found both practical and interesting.
At the micro level, the help provided by headhunters to individuals is to provide more effective job requirements first. For example, some excellent talents submitted their resumes after seeing the job advertisement of a company, but they didn't get a reply. The reason may be that the actual recruitment demand of the company in the near future is only 50% of the advertising demand, and the advertising position may be the total demand of the company throughout the year. The positions that companies generally recruit through headhunting companies are "urgent positions".
Moreover, headhunters can provide individuals with valuable information in the industry. Regular headhunting companies are classified by IT, medicine, retail and other industries, and are very familiar with the latest information of this industry. Personal strength is very limited, and it may be good for individuals to know all aspects of a big company, but these materials may be two years ago. In the last two years, the internal management of this company may have gone wrong, and the whole company is going downhill, which is not the best choice.
In addition, headhunters can also help individuals in communication. For example, many companies now have the problem of high talent consumption. A company only needs three years' working experience, and can find a technician by "communicating in English". However, it is necessary to recruit someone who has five years of work experience and is "very fluent" in English. If it is an individual application, it is likely to be eliminated. Headhunters can further communicate with the company to let customers know what advantages this person should take advantage of. Give an individual one more job opportunity. Especially on sensitive issues such as salary, headhunters can play a good coordinating role. For example, when a person finds out in an interview that the examiner is his former boss, he feels embarrassed when talking about salary. As a headhunter, you can tell the customer how much this person's ability is worth. Sometimes the salary demanded by individuals is too high, and they are rejected when talking directly with customers. The headhunter will tell him the salary of the corresponding position in the whole industry to avoid a big gap with the customer's ability. Tell him the meaning of this job. If you have good learning opportunities and good development space in the company first, then the next step is to make money and your salary will be gradually increased. When the candidate is particularly interested in a certain aspect of the company, and the company can't meet the demand in this aspect, headhunters should coordinate. For example, a person's new position is almost the same as that of the original company, and his salary has not increased. Therefore, he specifically requires that the new company must have more training opportunities. The training of the new company is to learn by doing. The headhunter will help him analyze the important differences that the original company did not have. According to relevant statistics, the normal employee turnover rate of a company should be 15% to 20% per year, of which 70% to 80% employees leave during the probation period. During the probation period, headhunters will call the company's boss and personnel manager to ask for some information and ask the applicant's feelings. How is it different from what you did before? What are you not used to? There is a saying that "you should adapt to your boss, not let him adapt to you". If the boss thinks that the candidate is not doing well in some aspects, the headhunter can remind the candidate to correct it in time to avoid misunderstanding by the boss.
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