1, the cost is low, and many enterprises have not made detailed calculations.
For senior talents with an annual salary of 6.5438 million, the headhunting service fee is only about 30 thousand yuan. And if an enterprise uses a human resource person, it will cost about 30,000 yuan a year on average. But can they find the senior talents that enterprises need in a relatively short time? The annual office expenses and recruitment expenses of the human resources department are tens of thousands or hundreds of thousands of yuan, and the recruited personnel may not always satisfy the enterprise. Therefore, the cost of headhunting is far lower than the salary and recruitment cost of the enterprise itself, so many international companies outsource the recruitment of human resources to headhunters.
2, short time, to prevent the project abortion.
At present, most headhunters need 2-3 months to complete the order, but for some senior positions, enterprises themselves can't find suitable talents for a year or two. As a result, many projects can not be operated or aborted because key talents can not be put in place in time. Which is more important, the cost of headhunting?
3. The quality of talents is guaranteed.
For employers, most of the talents in the talent market (job fairs and newspaper advertisements) are mobile talents, and there are very few senior and special talents. Headhunting companies should select talents through quality evaluation, performance verification, expert appraisal and computer evaluation. What's more, it is selected from the elite talents recommended by many hunters who are most suitable for customer requirements.
4. The talent background is very clear.
Headhunters should make a thorough investigation on the background of candidates, and even some talents have been followed by headhunting consultants for more than one or two years, and almost all their information and development trends have been mastered.
5. Reserve forces are always available.
In addition to providing clients with the candidates they need, headhunting companies should continue to look for qualified candidates in case of emergency.
6. Reservation scheme
Headhunters hope that every talent they recommend can cooperate with customers for a long time, so they will combine the actual situation of each talent and the needs of enterprises to make plans for retaining and employing people for customers.
7. Directional poaching and resignation.
After you meet the talents of other enterprises, it is not suitable for direct contact, so you can use headhunting to solve it; Why not find a headhunter to find someone who doesn't want to stay in the company and can't speak directly? You can have the best of both worlds.
8. Human resource consultant
A professional headhunting consultant must have rich experience in human resource management and absorb the essence of the concept of employing people in order to be fully qualified as your human resource consultant.
9, understand the industry salary and development trend.
When you and headhunters become partners, you can always consult headhunters about new salary trends and industry development trends.
10, talent guarantee
Any professional headhunter has a promise that it is not allowed to dig people inside the client for a certain period of time (several years), so once you become a headhunter's client, the headhunter will not dig people inside your enterprise, thus protecting your talents.
There are many advantages for enterprises to recruit positions through headhunting, which can be used for reference by recruiting units.