What is the specific workflow of headhunting consultant?

Job content and process sources of headhunting consultants: First, demand analysis headhunting first needs to understand customers in depth and prepare for providing value-added solutions. Headhunters work closely with customers to fully and thoroughly understand their organizational structure, cultural business strategy and management style. When the headhunter has a deep understanding of the relevant positions and obtained the client's entrustment, the formal work begins. Second, market research makes a comprehensive and fresh search for every headhunting task, and the responsible headhunters should not rely too much on the existing talent pool. Determine the target companies of headhunters, that is, prepare to dig people from those target companies. The list of candidates is listed through various social relations, so the social influence of a headhunting company and the social relations of specific consultants are very important. Search from the existing talent pool of headhunting company. Interview, evaluation and screening Interview and evaluate candidates in absolute confidentiality. Collect all job-related data of candidates as the basic data for evaluating candidates. Recommend candidates who meet customer requirements to customers. Generally speaking, headhunting companies will recommend 2-4 candidates to their clients. Fourth, communication and coordination headhunters will communicate and coordinate effectively throughout the interview process, and be elegant and rigorous. Analyze the positions interviewed with candidates, and analyze each candidate with clients. V. Resume Investigation The headhunter will investigate the information provided by the candidate to understand the candidate's ability, personality and past performance records. After the client sends out the employment intention, the applicant is inspected in all directions. Basically, most headhunting companies work according to the above steps. The difference lies in the influence of the company, the quality and experience of consultants, the rigor of the process, the level of professional ethics (this is very important, if the headhunting company you hire deliberately deceives you, the consequences will be very serious), and so on, which also leads to huge differences in fees and contract terms of different headhunting companies. It is not that the higher the charge, the better the service, but that there is definitely a relationship between the charge and the service level. Generally speaking, the fees charged by domestic headhunting companies are between 20% and 30% of the annual salary, and the minimum fee is between 8,000 and 50,000 RMB. Geographically, the fees in Shanghai and Beijing are slightly higher than those in Guangzhou. In my opinion, it is too expensive to charge more than the above range, unless the project you entrust is very special. It is not normal to charge less than this standard, either the customer has strong negotiation ability (for example, you can give more than 100 positions every year), or you may hire a third-rate headhunting company, or even a fake headhunting company that sells dog meat. Good consultants are often saturated with workload, so it is unlikely to reduce fees significantly. Of course, these fees are definitely only for customers, not for candidates.