Editor's Summary
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1 Interpretation of Headhunting
2 Ancient historical legends
3 Origin of headhunting
4 Development history of headhunting
5 Operating procedures of headhunting companies
6 headhunting service Principles
7 Six rules of headhunting industry
8 Choosing headhunting service. Now headhunting has many meanings.
the headhunter's "hunting" means hunting, searching and catching.
the "head" of headhunting: two meanings. First, it refers to the mind, which represents wisdom, ability, patent and professional knowledge; Second, it refers to the leader, the leader of a group, who is extended to the senior management of an enterprise or the operator of an enterprise. The combination of "hunting" and "head" means to search for and capture senior talents with professional skills or high-level management ability for others (customers). Broadly speaking, it refers to the industry that searches for and hunts for talents. For example, he is a headhunter. In a narrow sense, it refers to the individual or behavior of searching and hunting for talents, such as he is engaged in headhunting. Accurately speaking, it is the act of accepting the entrustment of the employer and searching for talents in the market according to the conditions of the employer, which is called headhunting.
In short, the word "headhunter" is a vivid and appropriate metaphor for recruiting talents.
In actual operation, the whole process of searching for talents and achieving successful recommendation according to the standards of employers is called headhunting service.
In this process, people who participate in (or assist in) completing the headhunting service process, such as providing talent information, conducting talent search, conducting research on talents, or persuading talents to quit jobs, are all hunters. We also call hunters who search for talents as professional hunters or talent detectives, also known as talent detectives.
The headhunting company is composed of several hunters and often provides headhunting service for employers. People who provide talent information to headhunting companies from time to time are called amateur hunters.
headhunting is the main business of private talent agencies. If most private intermediaries cannot do a good job in headhunting. Then this institution cannot exist for a long time. Because all other businesses are carried out with the help of headhunting business. What's more, the operation mode of headhunting can really bring development opportunities for employers and talents.
headhunting company-an ancient historical legend
The most popular saying about the origin of headhunting is: It is said that in the ancient primitive tribal times, there was a cannibal tribe. Whenever the war ended, they would cut off the enemy's head and bring it back to the tribe as a trophy, hanging it in the tribe, which not only showed off their own strength, but also effectively intimidated the enemy. Later generations called this behavior "headhunting". Although the word "headhunting" has some primitive barbarism, mystery and horror in the historical development, in modern society, "headhunting" has been completely given a brand-new meaning, branded with a new era, and is willing to have distinctive characteristics of the times.
headhunting company-the origin of "headhunting"
"headhunting" is used to refer to the search and netting of talents, after the Second World War. After the end of World War II, the United States rose rapidly and its economy developed rapidly. One of the important reasons was that they hunted a large number of high-quality prisoners of war from the defeated countries and brought a lot of wealth to the United States. With the development of economy and civilization, especially in modern society, the competition between people and land is becoming increasingly fierce. As a result, savvy businessmen turn the selection of talents for enterprises into thorough business activities and get fees from them. Headhunting has really developed into an industry and become an important part of modern society. After the Second World War, the United States, as one of the major victors, not only collected the "hardware" of the defeated countries, but also spared no effort to hunt for the "software" of the defeated countries' advanced technology, especially those elites who mastered advanced technology. At that time, people often called this process "headhunting". The embryonic form of the earliest headhunting company can be traced back to the "Also Commando" during World War II.
In World War II, before the war was over, President Roosevelt asked the Director of State Science and Technology for advice: "What shall we do after the war is over?" At that time, the director of science and technology, Bush, wrote him a report: Science and Technology-Endless Frontier. The report pointed out that science and technology have enormous and infinite potential, and it is necessary to take some special measures to attach importance to scientific and technological talents and develop this potential. This special means is to form a special force to get the scientific and technological elites from the defeated countries and make them flow to the United States.
In this way, the "Also Commando" secretly came to Germany with a mission, and after efforts, many famous German scientific and technological experts were captured one by one, including the most famous atomic energy expert Hahn and rocket expert von Schiraun.
After these experts captured by the United States arrived in the United States, quite a few people, including Shilaon, became American citizens and became officials in the United States, which played an extremely important role in American space science and technology. It is precisely because of the use of the German rocket expert Hilaun that the United States enabled their three astronauts to successfully send rockets to the moon. Therefore, it can be said that "Also Commando" is the earliest "headhunting company" of the US government.
headhunting company-the history of headhunting
headhunting companies first appeared in the United States after World War II. According to the estimation of Hunt-Scanlon, a headhunting consulting company headquartered in Connecticut, the income of headhunting companies worldwide has tripled recently, reaching only $3 billion in 1993 and estimated to reach 8.3 billion yuan in 2. Like traditional industries, this industry has also produced many giants, such as Kom/FerryIntemational, HeidrickStrugglesInternational, SpencerStuart, Glory International, and so on.
In developed countries such as Europe and America, many headhunting companies have close ties with multinational companies, and some headhunting companies even follow multinational companies around the world to act according to the needs of enterprises at any time. When IBM was at a low ebb, the headhunting company invited Mr. Guo Shina as its new president, which made the company develop rapidly. Carlyton Fiorina, the new head of Hewlett-Packard Company, was also poached by headhunters.
In foreign countries, a top manager's job-hopping is often the result of a headhunter, otherwise it is difficult for enterprises to trust the qualifications and talents of the candidates. Credit evaluation of candidates is an important business of headhunting companies, and job-hopping also originated from the mediation of headhunters to show his status and worth.
At present, headhunting is the main business of talent agencies. In 1998, Cohen/Ferry, one of the largest headhunting companies in the United States, had annual revenues of several billion dollars worldwide. In Japan's gross national product in 1998, the fastest growing industries were communications and human resources, respectively. Among many employment agencies, the annual turnover of Baoshengna Company and Riculute Company reached several billion dollars. In Hong Kong, there are 12 registered intermediaries.
The increasingly open economy has intensified the competition faced by China enterprises. Especially with the acceleration of China's accession to the WTO, China is facing more and more international competition, and the resulting means of competition are also becoming more and more international. As a widely used means to tap talents for international enterprises, headhunting companies have also stepped onto the desk of corporate managers in China from Borapin.
headhunting company-the operation procedure of headhunting company
headhunting company
1. Develop insiders and establish a part-time headhunting search team.
headhunting companies generally need to establish a part-time headhunting search team to collect a large amount of talent information by various means. Part-time headhunting search teams have a wide range of sources and different components. Part-time headhunters of search teams often haunt various trade associations, senior talent salons, cocktail parties, clubs, etc., trying to network the best talents in various fields into their roster.
2. Draw up a "body shape target" and go hunting in all directions.
in the first step, when the customer comes to the headhunting company to put forward the talent demand, clarify the talent level and explain the qualifications and experience that the required talent must have, the headhunting company will immediately query all the relevant talent files in the computer and draw up the "body shape target" as close as possible according to the target candidate. At the same time, the "hunters" will fully, quickly and quietly grasp the customer's situation, including the scale of the enterprise, products, equipment, internal coordination, and cultural background, from the housing system, shuttle bus time to the business policy, and quickly grasp everything in detail, even the temper, personality, way of doing things, work characteristics and his closest friends of important people entrusted to the enterprise.
The second step is to determine several key hunting targets according to the "body shape target" of talents. Headhunting companies will test these candidates. The talent evaluation system of American headhunting companies is very advanced. Through multiple aptitude evaluations and personality tests, we can accurately examine the comprehensive ability, language ability, mathematical ability, analogical reasoning ability, psychological endurance, professionalism, creativity, management ability and other basic abilities of the subjects, and show the jobs that the subjects are suitable for. In addition, the headhunting company will also investigate the performance, interpersonal relationship and performance of these candidates in the original unit through various relationships, including professional tenure, scope of work responsibilities, how many people have the right to control, how much money and goods to dispatch, and so on. At this point, the intense and planned "hunting" activities came to an end.
3. launch clever lobbying to facilitate the conclusion of the transaction. Next, the headhunting company should launch clever lobbying, impress and convince the target candidate from salary, self-worth pursuit and embodiment, and promote the transaction. The responsibility of headhunting company is to search for the target, take the initiative to attack, do everything possible and rack one's brains to dig out the "prey" from the working unit and supply it to customers, so as to reach a happy talent transaction.
for headhunting companies, headhunting companies charge customers no matter whether they find their favorite prey or not. If the transaction is successful, the headhunting company can also earn a commission from the customer, which is equivalent to about 3% of the annual salary of the hired person in the first year. For those with high annual salary, the proportion may be increased to 6% or even 1%. However, there are exceptions. For important clients, headhunting companies sometimes make an exception and provide all-round free services, which can also be said to be a big secret of the operation of "headhunting companies".
American headhunting companies are very professional: some recommend talents for financial institutions such as Wall Street; Having specialized services for high-tech companies and providing information on expert talents; There are also those who specialize in finding CEO for large companies. On the other hand, while ensuring the total headhunting business, all headhunting companies are striving to improve the business volume of personnel compensation design, personal career design, talent research and information services.
the practice of headhunting companies proves that whether a company can win depends not only on the amount of its main business, but also on the amount and quality of additional services you provide for the enterprise, and it is precisely these additional services that often become one of the important chips in the competition.
At present, the annual income of the global talent agency industry has reached 1 billion US dollars, and North America accounts for 4 billion US dollars. Among them, well-known headhunting companies such as American Brilliant International have an output value of several billion dollars a year. At present, they have set up more than 7 offices around the world with thousands of employees. For China, headhunting company is a promising career.
Headhunting Company-headhunting service Principle
Enterprises:
Enterprises that don't stress honesty and credibility don't accept it;
enterprises that exist in name only and are poorly managed will not be accepted;
enterprises that don't respect talents and infringe on the interests of talents don't take it;
enterprises with no development strength and prospects will not be accepted.
Talent:
Workers involved in national security or important secrets do not hunt;
those who have bad professional records and cannot be honest and trustworthy do not hunt;
those who harm others and benefit themselves, have low conduct and are despicable do not hunt;
those who are fraudulent, mercenary and duplicitous don't hunt;
those who have bad hobbies and don't abide by professional ethics don't hunt;
those who are suspected of violating the law or discipline are not hunting;
those who are sweet-talking, buying and confusing, and frequently changing jobs don't hunt;
those who are arrogant, playing politics and being arrogant don't hunt;
talent without virtue, virtue without talent, virtue without value does not hunt;
those who are eager to find a job can do everything and don't hunt.
headhunting company-six rules of headhunting industry
1. confidentiality rules
speaking of confidentiality, it is necessary common sense and professional ethics for headhunters. Therefore, many times, when interviewing a headhunter, media reporters asked whether they could disclose the development of some senior personnel after being hunted and the changes of the enterprises they went to for a period of time. However, due to the principle of confidentiality, the interviewee declined politely. Because this involves not only the business secrets of headhunting consulting companies, but also the business secrets of customers, including the secrets of the candidates themselves. Therefore, as a headhunting company, once it has signed an entrustment contract with its customers. Then headhunters naturally have to bear the obligation of keeping secrets for their customers. Otherwise, once the secret is revealed, the consequences will be unimaginable.
So the confidentiality rule becomes the first industry rule in headhunting business, so how to do the confidentiality work well? Headhunters believe that it is necessary to formulate a confidentiality system and design a confidentiality procedure.
1. Don't tell others what they know and never tell them;
2. All things that are not allowed to be seen by others in writing are coded (not written);
3. There should be an encryption program in the talent information database, which should be grasped and controlled by a special person (not exposed);
now, I will focus on the code form in the security measures.
The code is a form of confidentiality that headhunters submit to clients instead of their names, contact numbers and related contents, and it is also the code of clients' names, legal persons and other codes when conveying employer information to subordinate hunters.
Because the relationship among headhunting companies, clients and candidates is extremely subtle, the appearance of code names can properly handle the relationship among them.
ii. protocol rules
protocol rules are an important content for the smooth development of headhunting business. As we all know, it must be done in headhunting service that words are unfounded and words are based on them. But also strive to require legal persons to personally put forward the standards and conditions for headhunting. Therefore, there is a saying that "no legal person is seen, no agreement is signed".
In the process of headhunting service, many aspects that customers must finalize first, such as job description, salary standard, working conditions, qualifications, etc., should be reflected in words. Otherwise, what is the criterion to measure whether the quality of headhunting service is up to standard, so there is a saying of "no contract, no business".
third, the price rules
for