1. What is a headhunter?
Second, what should headhunters do?
Third, the job requirements of headhunters
Fourth, the career planning and growth path of headhunters
"Headhunting" is called head hunting in English, which is a very popular talent recruitment method abroad. It was translated as "headhunting" in Hong Kong and Taiwan province, so we also called it headhunting after it was introduced to the mainland, which means "excavating senior talents".
China's culture is profound, and a word often has more than one meaning, such as the word "headhunter". This word can be regarded as both a verb and a noun. As a noun, understanding is a profession, or more accurately, an industry. As a verb, understanding, as its name implies, is an activity of hunting for talents. Then the whole meaning of headhunting is there: people who engage in talent hunting activities and related talent hunting activities are an image and appropriate metaphor for recruiting talents.
The word "hunting" accurately and concisely expresses the daily activities of headhunters-hunting for talents, and the term is called talent hunting. Headhunting can be understood as a senior talent intermediary, a senior talent and "matchmaker" of the company.
So before we figure out what headhunting is, we must first understand what the purpose of headhunting is. That is, "hunting" for what?
Headhunting service is generally divided into two types:
① Serve the enterprise.
② Service talents.
But most customers are all kinds of enterprises. As a bridge between companies and talents, it is the ultimate goal for enterprises to find the right talents, thus bringing value to their profits, and on the other hand, to find the right attribution of talents, so as to finally make profits for enterprises, talents and themselves (or headhunting companies).
(1) Accepting customers' applications
(2) Discuss with customers the details of finding suitable candidates.
1, to understand the main purpose of customers.
2, namely "hunting" responsibility
3, the provisions of the supply and demand sides of the authority.
(3) Finding suitable candidates
1. Have an in-depth conversation with the right candidate.
2. Select qualified candidates.
3. Reduce the list of candidates
4. Evaluate the selected candidates.
5. Review the selected candidates.
6. Recommend candidates to meet clients.
7. Arrange candidates to interview customers.
8. Finalize candidates
9. The client arranges a three-month probation period for the candidate.
10, after 3 months, the client approves the candidate and pays the fee.
Knowing the daily activities and job responsibilities of headhunters, what do I need to know as a small white who wants to enter the headhunting industry? In other words, what are the job requirements of headhunters? Don't worry, let me introduce you.
In human resources science, according to the competency "iceberg" model, the competency of a position can generally be divided into the following parts:
① On the iceberg: knowledge and skills. This part is visible and easy to master and learn.
2 Under the iceberg: self-concept, values, attitude, motivation and characteristics are invisible and difficult to find and learn.
Accordingly, the job requirements of headhunters are:
1. Bachelor degree or above in human resources, psychology and other related majors (optional, non-related majors are also acceptable);
2. Skillful use of office software; Familiar with human resources system, understand labor contract law and related personnel policies and regulations;
3. Generally have a good working background in human resources, and can provide career development guidance and interview skills;
4. Be able to skillfully use various network tools to quickly find talent clues;
5. Strong project operation ability;
6. Have a keen eye for identifying talents;
7. Excellent communication and coordination skills;
8. Have a patient and meticulous service attitude.
In fact, the entry threshold for headhunters is not high, which has led many people to test the water. Some headhunters earn millions a year, while others earn tens of thousands a year. The gap between them is the difference between junior headhunters and junior headhunters. The headhunting industry is simple to get started, but it is not that simple to do well.
Generally speaking, for Xiao Bai, who has just set foot in the headhunting industry, it is more common to start with the interviewer, then go up to the assistant headhunter, and then go up to the consultant. In a big headhunting company or a smaller company, it is more common to divide these three titles. A little more formal or large-scale, headhunting consultants may be grouped into groups of several people, and the team leader is a headhunting manager, or a senior consultant or a senior consultant. But for headhunting, a special industry, there will be a bottleneck period when the career develops to a certain stage. At this time, it is a good choice to transfer to HR of Party A or start a headhunting company to become a headhunting boss.
From: Shenzhen headhunter