Human Resources (HR) is one of the most important departments in every business in the workplace, and they are responsible for recruiting and selecting the right talent. However, as the market becomes more competitive, it becomes increasingly difficult to recruit.
In order to meet this challenge, more and more HR managers are deciding to work with headhunters to improve the efficiency and quality of recruitment. Headhunters make their debut
So, how should a smart HR choose a cooperative headhunting company?
Different companies may have different areas of expertise, some may be better suited for technical roles, while others may be better suited for senior management positions. HR should choose headhunters who focus on their own industry or job type according to the needs of their own enterprises.
Like you're going to hire a technical directorThe company is in the automotive industry, it is very suitable for headhunting companies, generally looking for domestic professional headhunting companies in the automobile manufacturing industry, such as Huilie, Nanfang Xinhua, etc., professional teams to do professional things, the probability of success will be greater.
A good headhunting firm should have a good reputation and a wealth of experience. HR can communicate with HR managers of other companies to understand their evaluations and suggestions for different headhunters. In addition, HR can also check the ratings and rankings of relevant industries to understand the position and reputation of headhunters within the industry.
A good market reputation is actually a manifestation of the company's soft powerThinking about it this way, it is difficult for small companies to support their funds to do publicity, so the more famous the company, the better the strength.
A good headhunting firm should have a scientific and reasonable recruitment process and methodology, which can provide high-quality candidates for the enterprise. HR can ask headhunters to elaborate on their recruitment process and methodology, and can ask them to provide some success stories to prove their competence and professionalism.
For example, the service process of Nanfang Xinhua, a domestic headhunting company, has always been relatively strict, doing 10,000 meters of depth in a width of one meter, from demand analysis to interview recommendation, from offer negotiation to entry recommendation.
The partnership model can be exclusive or non-exclusive, and the fee structure can be based on the number of successful hires or a fixed fee, etc. HR should choose the cooperation model and fee structure that suits them according to their actual situation and budget to ensure the smooth progress of cooperation.
The fee standard of domestic headhunting companies is generally 20-25% of the comprehensive annual salary of the candidate's position
To sum up, a smart HR should consider many aspects when choosing a headhunter to work with, including the headhunter's professional field and experience, reputation and reputation, recruitment process and methodology, as well as cooperation model and fee structure.
Judy suggests:Only by choosing the right headhunting company can we improve the efficiency and quality of recruitment, and provide strong support for the development and competitiveness of the enterprise.