How do enterprises choose headhunting companies?

First, choose consultants instead of companies. Why did you choose a consultant instead of a company? This is determined by the industry characteristics of headhunters. Headhunting industry is a bit like a management consulting company, which is a typical professional service industry. The effect of its service ultimately depends on the hunter's professional ethics and professional level. In fact, it is difficult for the company to control the service quality, mainly relying on the individual efforts and level of hunters. If the hunter you serve is not good enough, no matter how famous the company is, it will not have a good result.

Second, consult with the consultant in detail to understand his ability and attitude. The author once asked a headhunter of a well-known headhunter company in China what a quality model is, but he couldn't answer it after thinking for a long time. But it is this hunter who has provided headhunting service for many large enterprises, and the effect can be imagined. Therefore, when selecting hunters, we must deeply understand their professional ability, just like you recruit a middle and senior talent. You dare not hire him without thorough and comprehensive selection. The author has had experience in dealing with many headhunting companies, some of which are even world-famous headhunting companies, but found that their headhunting level is really not flattering, and few people can conduct structured behavioral interviews based on quality models, let alone conduct talent selection operations in other majors.

Third, ask more opinions from other customers. It is difficult to understand the professional level and service ability of headhunting consultants, and it is definitely not possible to listen to the introduction of headhunting companies themselves. A feasible way is to ask each candidate headhunting company to provide a list of recent clients, and then visit these clients and ask them what they think of headhunting companies and see their performance, so as to know their level objectively. This is the same as choosing a management consulting company.

Fourth, give priority to companies with stable team and good cooperation spirit. Headhunting is a typical talent-dependent industry, and its core competitive advantage is the hunter with experience and professional knowledge. This industry is also an industry with relatively low entry threshold, high turnover rate and easy turnover. A headhunting company with high turnover rate must be a company that does not pay attention to human resource management. It is conceivable whether such a company can provide high-quality professional services.

Five, no commission, pay a fixed amount. At present, the prevailing charging method in headhunting industry is to charge 20%-35% of headhunting annual salary. The biggest drawback of this mechanism is that the hunter and the hunted can easily "collude" to ask the company for a high salary. Because the higher the annual salary of the hunted, the higher the income of the headhunting company.