1. People are highly mobile. Nowadays, headhunting companies prefer to find college graduates and college students who have just come out to work, because the cost of employing people is low, and good headhunting companies abroad are generally hired by people with rich work experience. Why is this happening? You can refer to the insurance industry at home and abroad. I counted the personnel changes of a company. In less than a year, I found more than 50 new employees, but only about 20 employees (including old employees) left. Only a few employees have worked in the company for more than a year. You should know that the company is large in scale and the turnover of personnel is still the same, not to mention other companies.
2. Division of labor mechanism. There are only two kinds of resources for headhunting companies: 1 is the employer (customer resources) and 2 is the talent pool.
In order to protect these two resources, headhunting companies have adopted the way of division of labor and cooperation. Few people (trusted by old employees and bosses) are responsible for contacting customer resources, and most people are responsible for finding people. This has fallen into a phenomenon. Headhunters who are responsible for finding people often can't get customer resources. Their work is somewhat similar to that of pieceworkers on factory assembly lines, and the incentive mechanism is similar. And even if you are excellent, you may not have customer resources, because once you have customer resources, it is easy to have the problem of private orders. If you leave and take away the customer resources, it is undoubtedly a huge loss. In general, the person in charge of customer resources must be trusted, honest and generally competent by the boss.
3. About internal competition. Whether the internal competition is fierce or not is closely related to the number of principals in a certain field and the number of customer resources. The more people, the less resources, the fiercer the competition and the harder the employees. The elimination rate is also high. Of course, the boss has gained huge benefits, and those who fail to meet the standards naturally become cannon fodder. This is also a reason for the high liquidity. Of course, the disadvantage is that it is impossible to form a stable team. In fact, the boss only needs to keep customer resources and some old employees. Other personnel flow losses are not great, and even actively create personnel flow to control the growth of labor costs.
My immature point of view is that headhunting companies are increasingly developing in the direction of insurance industry. If you can't master customer resources, it is unfavorable to engage in headhunting industry, which is different from sales in other industries.
I think the following types of people can engage in headhunting.
1 fresh graduates 2 people with less work experience 3 people who want to learn telemarketing skills.