(2) Multi-party inspection. First of all, headhunting companies and their employees should have excellent professional ethics. Headhunting companies involve a large number of confidential information of enterprises and candidates. If an immoral person has mastered this information, it will be a disaster for everyone. Some people say that good professional ethics is the entry condition of headhunting industry. However, due to the late start of the headhunting industry in China and the imperfect management regulations, in fact, many companies and individuals do not have this minimum condition. Many headhunting companies even acquiesce to employees to help candidates cheat, while some headhunting companies don't even do basic resume surveys, or help candidates do resume surveys that are completely mixed with water, and it is not uncommon to dig customers' corners with their own customer information. Never hire such a headhunting company. When faced with temptation, quality is more important.
Therefore, it is necessary to examine the professionalism and professional level of headhunting company personnel. First of all, it is possible to be professional before being dedicated. If the staff of a headhunting company has a low degree of professionalism, the professional level is not much better. Second is the level of hardware and information. First-class headhunters will choose well-known office buildings. If the office environment of a headhunting company is poor, even if the company doesn't mind the candidates, it will eventually affect the quality of recommendation. The level of informatization is directly related to the quality of headhunting company database, thus affecting work efficiency. On this basis, the history and successful cases of headhunting companies are investigated. The types of clients and commissions served by headhunting companies actually reflect the strength of this company. Moreover, the closer the customer's industry is to him, the more information he has about relevant talents, and the greater the possibility of success.
2. Standardize the entrustment contract
Headhunting contract belongs to economic contract, and its basic legal basis is People's Republic of China (PRC) Contract Law. According to the provisions of the chapter "Entrustment Contract" in the General Principles and Sub-provisions of the Contract Law, the entrustment contract belongs to an intermediary contract in a broad sense, and its main nature is: two-way contract-the entrusting party has the right to provide services and undertake the obligation to pay commissions, and the entrusted party has the right to receive commissions and undertake the obligation to provide services; Service contract-the object of the contract is not to provide tangible goods and materialized results of work, but to provide professional services, not talents, which is in line with the contract. However, this kind of service contract is obviously different from the technical service contract in technical content and service mode. Because the subject matter of the service contract is intangible, it is particularly necessary to agree on specific terms and preserve relevant evidence during the performance.
In order to save trouble, the managers of some enterprises are not familiar with the entrusted recruitment business. Sometimes the contract provided by the headhunting company is slightly modified and then signed and sealed. The negotiation of the contract also focuses on the price and payment method, without paying enough attention to the service quality guarantee clause, which will bring risks to the future contract implementation.
Generally speaking, the contract should clearly stipulate the relevant terms of service quality, such as keeping the client's secret; Employees of the entrusting party shall not be dug for several years; It is not allowed to rediscover the recommended successful talents from the entrusting party for several years; Recommend people who resign or are incompetent within a certain period of time for free. In addition, it is necessary to clearly define the economic and legal responsibilities for violating the relevant regulations, and at the same time do a good job in the background investigation of referees to ensure that referees will not bring legal disputes to the entrusting party after taking office. This enterprise is a constraint on the services of headhunting companies and a self-protection measure to reduce recruitment risks.
3. Strengthen attention and achieve mutual benefit and win-win results
(1) Make a recruitment plan. Before an enterprise entrusts a headhunter for recruitment, it is necessary to define the recruitment objectives and make a good recruitment plan. Before the business environment and development strategy have not changed significantly, it is a waste of its own funds, overdraft its own credit and the time of headhunters. When you have a detailed and operable recruitment plan, you should negotiate the entrustment contract with the headhunting company according to the plan. During the execution of the signed contract, the process control should also be carried out as planned.
(2) Select the appropriate person in charge. Entrusting headhunting companies to recruit high-quality talents, just like buying expensive machinery and equipment, is a high-investment and high-risk procurement behavior, which needs the great attention of enterprise leaders and is specifically responsible by senior high-quality managers in the enterprise. Senior managers can improve the headhunting company's attention to business, arrange experienced consultants, or put entrustment at the top of the work plan, thus ensuring the quality and efficiency of recommending candidates. Some enterprises let some employees with very low level and poor quality deal with headhunting companies, and the result is that they are looked down upon by headhunting companies at once. Moreover, because of the sensitivity of employing people, a bottom-level employee is not clear about a lot of information and asks for instructions, which affects the communication between headhunting companies and corporate decision makers. Every company has different requirements for the same position. Without communication, headhunting companies cannot accurately grasp the requirements of enterprises. During the recruitment process, the situation changes rapidly and the plan may be adjusted at any time. If the communication channel is inefficient, it will definitely affect the recruitment quality. The evaluation of headhunting companies should also try to involve people with higher level. The choice of headhunting company directly determines the success or failure of recruitment activities, and can not be simply regarded as the choice of an ordinary supplier. It is difficult for a grass-roots manager to grasp the scale and should not delegate the power to evaluate and select headhunting companies.
(3) Equality, mutual benefit and win-win. Many enterprises think: I am Party A, and I pay for headhunters, so my attitude is rather arrogant. In fact, headhunting, as a kind of management consulting, must promote its own solutions. If customers are too arrogant and think that they are all right, then the solution will certainly be difficult to implement, and it will easily arouse the resentment of headhunting companies. Although enterprises spend money to buy services, the service process needs the cooperation of both parties. Enterprises should cooperate with headhunting companies in the spirit of equality, mutual benefit and win-win, and ask the other party to abide by the contract. At the same time, they should pay the service fee according to the contract requirements, provide relevant information, and appoint the person in charge to cooperate. Both parties act according to the rules, pay attention to honesty, reduce transaction costs and improve work efficiency.