Headhunting companies mainly search for senior management talents and professional and technical talents for enterprises. They are service organizations that search for senior talents for enterprises. They are generally engaged in two types of business: one is to search for specific talents for enterprises; the other is to find jobs for high-level talents.
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1 Interpretation of headhunting
2 Ancient historical legends
3 The origin of "headhunting"
4 The development history of headhunting
5 The operating procedures of headhunting companies
6 Principles of headhunting services< /p>
7 Six Rules of the Headhunting Industry
8 Benefits of Choosing Headhunting Services
Headhunting Company - Interpretation of Headhunting
The actual word "headhunting" The above is translated from the English "Headhunting", which literally means hunting for human heads, that is, the act of hunting for the wisdom and knowledge in people's minds. Nowadays, headhunting has many meanings.
"Hunting" means hunting, searching, and catching.
The "head" of headhunting has two meanings: one refers to brain, which represents wisdom, ability, patent, and professional knowledge; the other refers to headhunting. Leader, the leader of a group, extends to a senior manager of an enterprise or the operator of an enterprise. The combination of "hunting" and "head" means to search and capture people with professional skills or high-level management capabilities for others (customers). Senior talents. In a broad sense, it refers to the industry of searching and hunting for talents. In a narrow sense, it refers to the individuals or behaviors of searching for and hunting talents. To be precise, it means. The act of accepting an employer's entrustment and searching for talents in the market according to the employer's conditions is called headhunting.
In short, the term "headhunting" is used to specifically refer to it. An image and apt metaphor for recruiting talents.
In actual operation, the entire process of searching for talents and achieving successful recommendation is called headhunting service
In this process, anyone who participates (or assists) in completing the headhunting service process, such as providing talent information, conducting talent searches, conducting research on talents, or persuading talents to change jobs, are all hunters. We also refer to search Talent-based hunters are called professional hunters or talent detectives, also called talent market detectives.
An organization composed of several hunters that regularly provides headhunting services to employers is a headhunting company; it does so from time to time. People who provide talent information to headhunting companies are called amateur hunters.
Headhunting is the main business of private talent agencies. If most private agencies cannot do a good job in headhunting, then this agency will not do well. It cannot exist for a long time. Because all other businesses are carried out in support of headhunting business, not to mention that the operation method of headhunting can indeed bring development opportunities to employers and talents.
The ancient headhunting company. Historical legends
The most popular saying about the origin of "headhunting" is: According to legend, in the ancient primitive tribal era, there was a cannibal tribe. Whenever the war ended, they would cut off the heads of their enemies. , brought back to the tribe as trophies and hung in the tribe, not only showing off their own strength, but also effectively intimidating the invading enemies. Later generations called this behavior "headhunting". Although the word "headhunting" has a somewhat primitive barbaric, mysterious, and terrifying atmosphere in the development of history, in modern society, "headhunting" has been given a completely new meaning, branded with the new era, and is willing to have a new meaning. Distinctive characteristics of the times.
Headhunting company - the origin of "headhunting"
"Headhunting" was used to specifically refer to the search and recruitment of talents after the Second World War. After the end of World War II, the United States rose rapidly and its economy developed rapidly. An important reason was that they captured a large number of high-quality prisoners of war from the defeated countries, which brought a large amount of wealth to the United States. With the development of economy and progress of civilization, especially in modern society, the competition between man and land has become increasingly fierce. As a result, savvy businessmen turned selecting talents for the enterprise into a complete business behavior and obtained fees from it. Headhunting has truly developed into an industry and become an important part of modern society.
After the Second World War, the United States, as one of the main victorious countries, not only searched for "hardware" such as machines and weapons from the defeated countries, but also spared no effort and painstaking efforts to acquire the "software" such as advanced technologies from the defeated countries, especially those who mastered Elite talents with advanced technology. At that time, people often called this process "headhunting." The prototype of the earliest headhunting company can be traced back to the "Alsos Commando" during World War II.
During World War II, before the war was over, President Roosevelt asked the National Science and Technology Director for advice: "What should we do after the war is over?" Bush, the then Science and Technology Director, asked him Wrote a report: "Science and Technology - The Endless Frontier". The report points out that science and technology have huge and infinite potential, and that attaching great importance to scientific and technological talents and developing this potential require special means to achieve it. This special method is to form a special force to go to the defeated countries to obtain the scientific and technological elites and make them flow to the United States.
In this way, the "Alsos Commando" secretly came to Germany with a mission, and through efforts captured many famous German scientific and technological experts one by one, including the most famous atomic energy expert Hahn. and rocket expert von Schilaun.
After these experts captured by the United States arrived in the United States, a considerable number of them, including Shiraun, became American citizens, became officials in the United States, and played an extremely important role in American space science and technology. effect. It was precisely because the United States hired Shiraun, a German rocket expert, that their three astronauts successfully sent the rocket to the moon. Therefore, it can be said that "Alsos Commando" is the earliest "headhunting company" of the US government.
Headhunting company - the development history of headhunting
Headhunting company first emerged in the United States after World War II. According to the headhunting consulting company headquartered in Connecticut, USA - Skelion Headhunting Consulting Company (Hunt-Scanlon) estimates that the revenue of global headhunting firms has tripled recently, from only US$3 billion in 1993 to an estimated US$8.3 billion in 2000. Like traditional industries, this industry has also produced many giants, such as Kom/Ferry International Co., Ltd. (Kom/Ferry International Co., Ltd.), Heidrick Struggles International Co., Ltd. (Heidrick Struggles International Co., Ltd.) and Spencer Art Company ( Spencer Stuart), Korn Ferry Corporation, etc.
In developed countries such as Europe and the United States, many headhunting companies have close ties with multinational companies. Some headhunting companies even follow multinational companies around the world and act according to corporate needs at any time. When IBM was in its trough, the company achieved rapid development because a headhunting company hired Mr. Gerstner as its new president. The new head of Hewlett-Packard, Carlton Fiorina, was also recruited by a headhunting company.
In foreign countries, a senior manager's job change is often the result of a headhunter's intervention. Otherwise, it would be difficult for companies to believe in the candidate's qualifications and talents. The credit evaluation of candidates is an important business for headhunting companies, and job hoppers also have to be mediated by headhunters to show their status and worth.
Nowadays, headhunting is the main business of talent agencies. In 1998, the global annual revenue of Cohen/Ferry, one of the largest headhunting firms in the United States, reached several billion dollars. In Japan's GDP in 1998, the fastest-growing industries were communications and human resources. Among the many employment agencies, the annual business volume of Paoshengna Company and Likulut Company reached several billion US dollars. In Hong Kong, there are 1,200 registered intermediaries.
The increasing opening up of the economy has made Chinese enterprises face increasingly fierce competition. Especially as China accelerates its accession to the WTO, China is facing more and more international competition, and the resulting competition means It is also becoming more and more international. As a means of excavating talents for international companies, headhunting companies have also moved from buraipin to the desks of Chinese corporate managers.
Headhunting company - Operational procedures of headhunting company
Headhunting company
1. Develop insiders and establish a part-time headhunting search team.
Headhunting companies generally set up a part-time headhunting search team to collect a large amount of talent information through various means. Part-time headhunting search teams come from a wide range of sources and have different compositions.
The part-time headhunters of the search team often visit various industry associations, senior talent salons, cocktail parties, clubs, etc., trying to recruit the best talents in various fields into their roster.
2. Draw up a "body target" and hunt in all directions.
In the first step, when the client comes to the headhunting company to put forward talent needs, clarify the talent level, and explain the qualifications and experience that the required talents must have, the headhunting company will immediately query all relevant talent files in the computer , and draw up a "body target" as close as possible based on the target candidate. At the same time, the "hunters" will also use quick actions to comprehensively, quickly and discreetly find out the situation of the target customers, including the size of the company, products, equipment, internal coordination, and cultural background, as small as the housing system and shuttle bus times. , quickly and comprehensively grasp everything from business policies to every detail, and even understand the temper, personality, behavior, work characteristics and closest friends of important figures in the entrusted company.
The second step is to determine several key hunting targets based on the talent "body target". Headhunting companies will test these candidates. The talent evaluation system of American headhunting companies is very advanced. Through multiple aptitude assessments and personality tests, the comprehensive ability, language ability, mathematical ability, and analogical reasoning ability of the candidates can be accurately assessed. , psychological endurance, professionalism, creativity, management ability and other basic abilities, and show the jobs that the test subjects are suitable for. In addition, the headhunting company will also investigate the performance, interpersonal relationships and performance of these candidates in the original unit through various relationships, including professional tenure, scope of job responsibilities, how many people they have control over, how much money they have and how much material they have to dispatch, etc. At this point, the intense and planned "hunting" activity came to an end.
3. Carry out clever lobbying to achieve a deal. Next, the headhunting company must carry out clever lobbying to impress and convince the target candidate from many aspects such as salary, pursuit and expression of self-worth, and facilitate the conclusion of the deal. The responsibility of a headhunting company is to search for targets, take the initiative, use every possible means, and rack their brains to dig out the "prey" from the current unit and provide it to the client, so as to achieve a happy talent transaction.
For "headhunting companies", whether the customer finds the desired "prey" or not, the headhunting company has to charge the customer. If the transaction is successful, the headhunting company can also earn a commission from the client, which is equivalent to about 30% of the first-year annual salary of the hired candidate. For some with high annual salaries, the proportion may be increased to 60% or even 100%. However, there are exceptions. For important customers, headhunting companies sometimes open up a wide range of services and provide all-round free services. This can also be said to be a major secret of the operation of "headhunting companies".
American headhunting companies are very professional: some specialize in recommending talents for financial institutions such as Wall Street; some specialize in serving high-tech companies and providing expert talent information; and some specialize in finding CEOs for large companies. (CEO). On the other hand, while ensuring that the total volume of "headhunting" business does not decrease, each headhunting company is striving to increase the business volume of the company's personnel compensation design, personal career design, talent research and information services.
The practice of headhunting companies has proved that whether a company can win depends not only on the volume of its main business, but also on how many and what quality of additional services you provide for the enterprise. And it is these additional services that Service often becomes one of the important bargaining chips for winning in competition.
Currently, the annual revenue of the global talent agency industry has reached US$10 billion, with North America accounting for US$4 billion. Among them, well-known headhunting companies like Korn Ferry in the United States have an annual output value of several billion dollars. They currently have more than 70 offices around the world and have thousands of employees. For China, headhunting companies is a career worth exploring and promising.
Headhunting Company - Headhunting Service Principles
Enterprises:
Enterprises that do not respect integrity and credibility will not be accepted;
Existing in name only, Enterprises with chaotic management will not be accepted;
Enterprises that do not respect talents and harm the interests of talents will not be accepted;
Enterprises with no development strength and no development prospects will not be accepted.
Talent:
No recruitment for those involved in national security or important secrets;
No recruitment for those with bad professional records and unable to be honest and trustworthy;
Those who benefit others at the expense of others, have low moral character, and are despicable will not be hunted;
Those who practice fraud, are only interested in profit, and are duplicitous will not be hunted;
Those who have bad habits and do not abide by professional ethics will not be hunted;< /p>
We will not hunt those who are suspected of violating laws and disciplines and are under review;
We will not hunt those who are smooth-talking, arrogant, and frequently change jobs;
arrogant and playing power games , We will not hunt those who are arrogant;
We will not hunt those who are talented but not virtuous, and those who are virtuous but not talented, nor those who are moral and valuable;
Those who are eager to find a job can do all kinds of work. Those who do not hunt.
Headhunting Company - Six Rules of the Headhunting Industry
1. Confidentiality Rules
Speaking of confidentiality, this is the necessary common sense and professional ethics for headhunters. Therefore, many times, when media reporters interview a certain headhunter, they ask whether they can disclose the development of certain senior personnel after they were hunted and the changes in the company they went to over a period of time. However, due to the principle of confidentiality, the interviewee politely declined. Because this involves not only the business secrets of the headhunting consulting firm, but also the clients’ business secrets, and even the candidates’ own secrets. Therefore, as a headhunting company, once an entrustment contract is signed with a client. Then the headhunter will naturally have the obligation to keep the client confidential. Otherwise, once the secret is leaked, the consequences will be disastrous.
So confidentiality rules have become the first industry rule in headhunting business. So how to do a good job in confidentiality? Headhunting World believes that it is necessary to formulate a confidentiality system and design confidentiality procedures.
1. Don’t tell others what you don’t want others to know or know, and never tell others (don’t tell);
2. Anything that is not allowed to be seen by others in writing should be codenamed (do not tell). (write);
3. The talent information database must have an encryption program and be mastered and controlled by a dedicated person (not disclosed);
Now let’s focus on the code form in the confidentiality measures.
The use of code names is a form of confidentiality used by headhunters to replace names, contact numbers and related content when submitting materials to clients. It is also a code name for the client's name, legal person, etc. when conveying employer information to subordinate hunters. .
Since the relationship between headhunting companies, clients, and candidates is extremely delicate, the emergence of code names can handle the relationship between the three parties just right.
2. Agreement rules
Agreement rules are an important part of whether the headhunting business can be carried out smoothly. Everyone understands that words are not backed up by words and words are backed up. This is what must be done in headhunting services. It also strives to require legal persons to personally propose standards and conditions for headhunting. Therefore, there is a saying that "if you don't meet the legal person, you won't sign the agreement."
In the process of headhunting services, many aspects must be finalized first as a client, such as job description, salary standards, working conditions, qualifications, etc., which must be reflected in the text, otherwise what will be used as the criterion? To measure whether the quality of headhunting services meets the standard, there is a saying of "no contract, no business".
3. Price Rules
Price is not a secret of headhunting companies. Anyone who knows the headhunting industry basically knows that the headhunting fee is 1/ of the annual salary of the talent hired. 3-1/4. In other words, the cost of headhunting is equivalent to three months' salary for a certain position, which is indeed a considerable expense for an average company.
What’s more important is that headhunters often fail to reach an agreement based on the employer’s expected employee salary standards. In many cases, they have to increase the company boss’s original salary by a certain amount, which is also unexpected by some bosses. .
The reason for this is that there is a lower price limit for headhunting business. Below this price, the headhunting company cannot accept orders. The minimum price limit for recruiting a talent in the United States is US$60,000; in Hong Kong, the minimum price is HK$60,000; and in China, several well-known headhunting companies have proposed a minimum price limit of RMB 60,000.
For some well-known large companies in the world, the price limit is much higher than this number. For example, Korn Ferry Headhunting Company requires service units to have an annual salary of more than US$250,000; Morgan-Bank Headhunting Company requires service providers to have a minimum annual salary of US$200,000 or more; Spencer/Stuart International's services require an annual salary of at least US$200,000. $100,000 and up.
4. Protection rules
Protection rules are industry rules that a professional headhunting company must abide by in order to show respect and responsibility for its clients. This aspect mainly embodies two points: First, Special delivery for talents; second, do not poach customers.
The so-called "talent delivery" means that when providing candidate information to clients, headhunting companies can only recommend one candidate's information to one, and cannot recommend one candidate's information to many at the same time. This is A responsible approach to customers. Even if the candidate is not selected by the company, he will not be recommended to other customers until half a year later.
One person sells two or one person sells more. Its biggest failure is that once customers find out, it is almost impossible to gain the trust of those customers in the future. Generally, headhunting companies that operate in this way are not professional headhunting companies.
For "no poaching customers", it means that once an employer entrusts a hunter and hires the hunted talent, it will become a customer of the headhunting company. As for the talents used by customers, headhunting companies can no longer poach them from here. Otherwise, it would be like giving an apple and taking away a pear. Therefore, general headhunting companies have a one-year, two-year, or three-year commitment to their clients not to poach people from within.
On the other hand, once this client is satisfied with the talents sent, he will definitely entrust a headhunting company to find the second and third talents and become the stable customers of the headhunting company. Why dig out from here? What? The headhunting companies that can do this must be some unscrupulous people who don’t know the business, or they are newbies who have just entered the industry.
5. Satisfaction Rules
Satisfaction rules are also called exchange rules. That is, as a headhunting company, the services provided to customers must satisfy them. Otherwise, it would be like drawing water from a bamboo basket and seriously affect one's reputation.
Now everyone knows that when we buy certain large-ticket items, merchants or manufacturers will give some promises of guaranteed repairs, replacements, and returns. As the service provided by a headhunting company to customers is also an intangible product, how to provide quality assurance to customers for this intangible product depends on the service concept of the headhunting company.
Therefore, when a candidate goes to work, if he cannot get the approval of his boss, or his immediate boss is not satisfied, or he is not happy with other shareholders, then there will be the possibility of replacement or refund, because credibility is Accumulated from service quality.
But generally, after a client expresses dissatisfaction with a candidate, the headhunting company will immediately start a new round of search work until a new satisfactory candidate is found. The replacement period is the same as the talent trial period, which shall not exceed three months at most. No matter who fires the client or the candidate, the headhunting firm must provide the client with new candidates.
6. Legality Principle
For a headhunting company to survive in the long term, in addition to strictly adhering to credibility and ensuring quality, there is another factor that is compliance with laws and regulations. So how to operate in accordance with relevant national laws and regulations; how to keep client confidentiality; how to solve the problem of collective job-hopping of talents; how to help candidates legally exit the original unit. These all require headhunting companies to strictly abide by relevant national laws and relevant personnel policies during the operation process. Serve. Every headhunter must have a strong legal concept and must be familiar with the Enterprise Law, Company Law, Labor Law, local talent market regulations and related personnel policies, etc. Otherwise, he may accidentally get involved in a lawsuit. , which is a big loss for the headhunting company.
Headhunting company - the benefits of choosing headhunting services
Headhunting company
1. The cost is low, and many companies do not pay carefully
For For senior talents with an annual salary of 100,000 yuan, the headhunting service fee is only about 30,000 yuan. If a company hires a human resources staff member, it will cost an average of about 30,000 yuan a year. But can they find the senior talents the company needs in a relatively short period of time? The annual office expenses and recruitment expenses of the human resources department are tens of thousands or hundreds of thousands of yuan, and not all the personnel recruited may satisfy the company. Therefore, the cost of headhunting is far lower than the salary and recruitment costs of hiring a dedicated person by the company itself, so many international companies outsource their human resources recruitment business to headhunters.
2. The time is short to prevent project abortion
Most of the current headhunters have to complete orders within 2-3 months, but for some senior positions, the company itself uses I can't find the right talent in a year or two. As a result, many projects have been delayed or aborted because key talents were not available in time. This loss is more serious than the cost of headhunting.
3. The quality of talents is guaranteed
For employers, the talents in the talent market (job fairs, newspaper advertisements for applications) are mostly mobile talents, and there are very few senior and special talents. Talent. Headhunters select a talent through various means such as quality assessment, performance assessment, expert appraisal, and computer assessment. What's more, it selects the most suitable for customers' requirements among the elite talents recommended by many hunters.
4. The background of the talent is relatively clear
Headhunters have to conduct a very thorough investigation of the background of the candidates. Some talents are even tracked by headhunting consultants for more than one or two years, and they have almost mastered it. All its information and development trends.
5. Reserve forces are available at any time
In addition to providing candidates needed by clients, headhunters must also continue to search for qualified candidates in case of emergencies.
6. Talent retention plan
Headhunters hope that every talent recommended can cooperate with customers for a long time, so they will combine the actual situation of each talent with the needs of the company. , make retention and employment plans for customers.
7. Targeted poaching and self-retirement
After you find talents from other companies and you are not suitable to contact them directly, you can use headhunters to come forward to solve the problem; If you don't want to keep someone in the company, but you can't say goodbye directly, why not ask a headhunter to poach them. The best of both worlds for yourself and others.
8. Human resources consultant
A professional headhunting consultant must have rich work experience in human resources management and draw on the essence of employment concepts summarized from the strengths of many companies. Fully qualified as your human resources consultant.
9. Understand industry salary and development trends
When you become a partner with a headhunter, you can consult the headhunter at any time about new salary trends and industry development trends in the industry.
10. Talent protection
Any professional headhunter has a commitment not to poach people within the client within a certain period of time (a few years). Therefore, once you become a client of the headhunter, the headhunter will You will not be poaching people from within your company, thus protecting your talents.
Headhunting companies are a good place to recruit talents!