Both foreign and private enterprises have good enterprises, but it is not recommended for companies with small platforms and relying on the local relationship of their bosses to survive.
Foreign headhunting companies with high-end professional routes;
Cohen Ferry, Heidrick &; Egon Zehnder international headhunter Russell Reynolds.
The characteristics are: the consultant is quite professional, with rich income, and the quality of customers and the gold content of cases are quite leading. Employees are basically experienced experts in various industries, and newcomers have no chance to enter these companies at all.
Second-tier headhunting companies with relatively concentrated foreign capital;
Kelly Services, Robert Walters, Hudson, Michael Puzhi International Page Group, Hayes.
The characteristics are: foreign investment seems to be very strong, the income is ok, and there are some better customers and consultants. However, the company's business level is even much behind companies such as Cree International. The level of employees is quite uneven, some are really good, and some fake turtles are very poor. The performance of each region is not particularly the same. For example, Kelly and Hudson, Shanghai is not bad, other places are average, and Robert Walters is only as good as Suzhou. Newcomers, if they have good communication skills and good foreign languages, also have opportunities.
China's leading private headhunting company:
Corey International, Kennekosa, Mango.
The characteristics are as follows: among the three companies, Ke Rui International's customer quality and turnover even far exceed the so-called foreign first-and second-tier headhunting companies, and a considerable number of consultants are of very good level, and the personal yield rate and even the domestic headhunting field are very leading. However, the incentive system is worse than that of foreign second-tier headhunters, so many high-performance employees leave their jobs. Kennekosa is a local enterprise that borrowed the shell of a foreign company. It has some good clients, but the level of consultants is average. Mango is actually a company split from Cree International. Some employees run well after self-employment, and the quality of customers is also ok. The employees of these three companies rank Ke Rui, Kennekosa and Mango respectively, and their efforts are the same.
Some so-called "foreign" headhunters in Singapore, Hong Kong and Japan;
Bole, Tarant Spot, Ferro, etc.
Bole used to be brilliant, but its internal development was too slow, and it has long been left behind by the aforementioned companies. At present, it is mainly private customers, and the quality of case is relatively poor. Not to mention TS and fero, the quality of customers is as poor as that of employees. The income is not as good as those mentioned above.
Former Fortune 500 HR companies with poor reputation;
Wanbao Shenghua, Ren Shida.
Foreign-funded enterprises that have developed the third-party dispatch business all over the world want to turn pheasants into phoenixes after coming to China, but they have been bumpy all the way and have repeatedly lost in the face of many competitions. Now the manpower has even been decomposed to the point of subcontracting local offices. It is a typical "big company" that has to take the low-end route after being seen through. Is a "foreign-funded enterprise", characterized by a large number of employees, low income, the boss and employees fell out.
Strive to be a professional local private headhunter;
SCO, etc.
Why did you mention him alone? Because there are many companies in this series, I won't list them one by one.
Its characteristic is that it is not bigger and stronger, but it still retains the founder's requirements for service quality and initial dreams. It belongs to a practical development company. The characteristic is that employees work hard and their income is ok. If they are eliminated naturally, there will be no more customers, and the quality is not good or bad.
Bad Company
Dahan, wait.
Shanzhai headhunters, represented by this company, often get some fruits from many big customers by virtue of their low prices. The treatment of employees can be described as horrible, and there are countless wonderful things inside. Don't go to such a company, you can't live. Even if it survived, it was wonderful.
As for which way the hunter goes:
High-level consultants have a wide range of sub-fields and interpersonal circles, and their relationships with candidates are quite mature and reliable. Candidates' recommendation is their main access channel. Maintaining the relationship between candidates is one of their main tasks.
High-level consultants can complete their tasks by combining accumulated information such as contacts and address books and building on a small number of telephones.
General level consultant: typing list, typing cc, typing website resume, sending job advertisements, adding QQ group, etc.
Entry-level consultant: website, internal system, advertisement, senior consultant reward;
Garbage consultant: Zhilian, 5 1, ChinaHR. com, keep searching.
Advantages and disadvantages:
Mainly depends on interest. If you have a strong interest, these are advantages. If you just want to make soy sauce, it is a disadvantage.
Don't want to Chu Jun said:
Contact with many candidates, in-depth study of industry knowledge, can quickly specialize. If you are lucky, you can buy a house as soon as possible.