Propose talent proposal and contract signing
企业提出了其岗位需要的人才标准，但并不一定是更准确的，猎头顾问会根据自己的调查资料分析和经验，提出一个自己理解的更适合该职位的人才建议书，大约描述出更适合该职位的人才轮廓：包括应是什么年龄、学历、性格特点、有哪些工作经验、哪方面成功 背景等方面。获得企业认可后，便与企业约定一个人才搜索时间表，并报出猎才的价格，一般在该职位年薪２５％?３５％左右。这份人 才建议书在与企业磋商并得到认可后，双方便正式签订猎才委托合同，同时收取一定数额的预付金（一般是总费用的３０％）。
The enterprise has put forward the talent standard required by its position, but it is not necessarily the most accurate. According to its own survey data analysis and professional experience, the headhunting consultant will put forward a talent proposal that is most suitable for the position, and roughly describe the talent outline most suitable for the position, including what age, education background, personality characteristics, work experience Which aspect, success background, etc. After being recognized by the enterprise, they will agree with the enterprise on a talent search schedule and report the price of hunting talents. Generally, the annual salary of the position is 25%? About 35%. After the talent proposal is negotiated and approved with the enterprise, both parties will formally sign the talent hunting entrustment contract and charge a certain amount of advance payment (generally 30% of the total cost).
Develop a search list
After receiving the order, the project team should formulate a more detailed talent search scheme to determine the list of candidate talents as soon as possible. These lists are generally selected from talents in relevant industries, related occupations and similar positions. First, select the talent information of the original talent pool to see if there are suitable candidates; If not, headhunting consultants cast a net through extensive contacts in this industry, but it is understood that 70% of general headhunting companies? 80% of the talents who really recommend success are not in the original talent pool.
Search for talents
Then we will make telephone contact with the candidates to inquire about their intention to change jobs, show them the attractive conditions in all aspects of this new opportunity, and ask them if they are interested. If they are not interested, they usually don't pester them. Instead, they politely ask them to leave a copy of information to enrich the company's talent pool, and then continue to look for talents interested in this opportunity.
However, for some high-level people, the effect of telephone contact for the first time is often poor, because at present, many high-level managers are reluctant to show closeness to headhunters on the phone. The deep reason is that some bosses may pretend to be headhunters to test whether the managers they pay high salaries are loyal. Senior talent meetings are generally introduced by influential part-time consultants (part-time hunters) or friends in the industry, and meet in a confidential and elegant environment. Industry insiders also remind talents that after receiving the headhunter's call, it's best to find out the identity of the other party first and then make love with it. It's not too late to avoid being tempted by some unscrupulous bosses. If the slot doesn't jump, it's not easy to stay in the original enterprise.
Interview and persuasion
联络到一批有意接触的候选人才后，便是安排一个地点面谈，见面时一般有个“小小要求”，就是带齐简历、证书之类，以便见面时 可以衡量其斤两几何。正式面试前，一般先由专攻测评技术的顾问对他们进行各方面的综合素质测评，然后由顾问再度面试，面试是为了发现人才真实的一面，筛选出较为合适的人选。对于可能合适的人选还要进行进一步的背景调查，比如从他现在所在圈子中调查，再 从他以前工作过的企业了解，看看这人在以往的职业生涯中的职业操守、业绩表现、人际关系等等方面的状况。当然在搜索人才和背景调查时都是在相当保密的前提下进行，以免给候选人带来负面影响。
After contacting a group of candidates who are interested in contacting, it is to arrange an interview at a place. Generally, there is a "small requirement" when meeting, that is, bring all your resumes and certificates, so that you can measure their weight when meeting. Before the formal interview, the consultant specializing in evaluation technology generally evaluates their comprehensive quality in all aspects, and then the chief consultant interviews again. The interview is to find the real side of talents and select more suitable candidates. Further background checks are needed for possible candidates, such as the investigation from his current circle, and from his previous occupation of the enterprise, to see the occupation ethics, performance, interpersonal relationship and other aspects of his career in the past. Of course, the search for talents and background investigation are carried out under the premise of considerable confidentiality, so as not to have a negative impact on candidates.
Of course, senior talents who can enter the "magic eye" of headhunting generally have high positions and generous treatment. It is conceivable that it is difficult to "poach" them. In fact, after the interview, they are more "persuasive" to analyze the development status of their current position and the development prospects of their new position, Use salary and career development to attract their mobility.
Objective talent "packaging"
If necessary, the headhunter will also "package" the selected talents to a certain extent, such as some powerful talents, but they are not necessarily good at making resumes and speaking and behaving during the interview. The consultant will give professional suggestions to help them highlight the competitive advantage suitable for the post. But this kind of packaging must not be mixed with exaggeration and falsehood.
Recommend talents to employers
Recommend several selected candidates to the employer and ask the senior management of the employer to conduct interview selection. If the employer is not satisfied or the recommended talents are not satisfied with the enterprise, the headhunter will continue to search, interview and recommend until suitable talents are found.
Assist in resignation and entry procedures
When both the employer and the talent are satisfied and the employment relationship is determined, the talent will face the problem of how to smoothly resign from his original position. Because he is a senior level, his resignation is very sensitive, and a slight carelessness may cause a negative storm and bring losses to the original enterprise and himself. The headhunting consultant can provide suggestions based on professional experience and how to leave with joy. In addition, talents are also faced with the problem of how to adapt to the new environment and get familiar with new posts. Headhunting consultants can also provide relevant suggestions due to preliminary investigation. In addition, headhunters can also assist them in handling relevant procedures. When talents take office, they will generally settle the hunting expenses.
The above is Jinan headhunting company http://www.shandonglietou.com Thank you for checking the information of our company in your busy schedule. If you want to know more, you are welcome to call for consultation!