企业有HR，为什么还要找猎头服务？对于本身就具有“隐蔽性”和“稀缺性”的中人才的招聘，企业仅凭自身更是难以触及。越来越多的企业意识到这一点后，都将寻找猎头来匹配合适的中人才作为招聘人才的佳选择。不仅仅是为了招人，山东猎头公司还能让公司价值大化，实现“双赢”局面。

Why do enterprises need headhunters when they have HR? For the recruitment of medium and senior talents with "concealment" and "scarcity" in itself, enterprises are even more difficult to reach by themselves. After more and more enterprises realize this, they will look for headhunters to match the appropriate middle and senior talents as a good choice for recruiting talents. Not only for recruitment, Shandong Headhunting Company can make the company more valuable and achieve a "win-win" situation.

与HR互补，很好的“人才筛选器”

Complementary with HR, good "talent filter"

在招聘方面，HR需做的是制定招聘计划书以及搭建招聘体系等事情，因为自身职能的多元化，对于中岗位的人才甄选，实在心有余而力不足。

In terms of recruitment, what HR needs to do is to develop a recruitment plan and establish a recruitment system. Because of the diversity of its functions, HR has more than enough power to select talents for medium and high-end positions.

而猎头本身的职能就是专注于人才的招聘工作，所以比起单向招聘需求的普通HR来说，猎头的目标感更强，结果导向更明确。

The function of headhunters is to focus on the recruitment of senior talents. Therefore, compared with ordinary HR with one-way recruitment needs, headhunters have a stronger sense of purpose and a clearer result orientation.

结果导向性思维决定了猎头招聘并不是盲目地筛选简历、求数量，而是结合企业的行业背景、岗位要求甚是该企业的竞争对手，来猎寻人才。

The result oriented thinking determines that the headhunter recruitment is not blindly screening resumes and seeking quantity, but combining the industry background, job requirements and even the competitors of the enterprise to find talents in an all-round way.

的猎头公司职能划分更加细致，每位猎头都是深耕于不同行业领域，的人才都比较准确、质量更是有所保障。

The functions of professional headhunters are divided more carefully. Each headhunter is deeply involved in different industries. The recommended talents are more accurate and the quality is guaranteed.

丰富的招聘渠道

Rich recruitment channels

多数HR能够接触到的公开信息，如：各种招聘网站、招聘会甚内推都是未经优化过，需要花费大量时间与精力去甄别的信息渠道。用这种传统的方式去发掘需求准确的高等级人才，无异于大海捞针。

The public information that most HR can access, such as various recruitment websites, job fairs and even internal promotion, has not been optimized and requires a lot of time and effort to identify information channels. It is like looking for a needle in a haystack to find high-level talents with accurate demands in this traditional way.

猎头的招聘渠道则是丰富且经过多维度检验的，除了自有的人才库、人选介绍等公开渠道以外，猎头也会通过一些社交网站等非公开渠道进行人才寻访。基于自身对企业所需行业的深入了解，结合多年积累的社会资源与人脉资源，猎头运用更具性的人才寻访技术，可以迅速准确地猎寻目标人选。

The recruitment channels of headhunters are rich and multi-dimensional. In addition to their own talent pool, candidate introduction and other public channels, headhunters also conduct talent search through some non-public channels such as social networking sites. Based on their in-depth understanding of the industry required by the enterprise, combined with the social resources and networking resources accumulated over the years, headhunters can quickly and accurately hunt for target candidates by using more professional talent seeking techniques.

而且，猎头向企业提供所需的人选后，还会继续搜寻多种选择，以备不时之需和保证期内的储备供应。

Moreover, after providing the required candidates to the enterprise, the headhunters will continue to search for a variety of options in case of emergency and reserve supply within the guarantee period.

保密性高，“隐蔽性”人才

High confidentiality, activate "hidden" senior talents

人才市场有个3:4:3法则：

There is a 3:4:3 rule in the talent market:

30%的人，对工作不满，会主动投简历、找工作，他们是人才市场的活跃者。他们中有人才，但更多的是内部竞争的失败者；40%的人，正在重要岗位上，并且对现状很满意。不会主动找工作，都是工作找他们。

30% of the people, dissatisfied with their jobs, will actively submit resumes and look for jobs. They are active in the talent market. There are excellent talents among them, but more of them are losers in internal competition; 40% of them are in important positions and are satisfied with the status quo. They will not take the initiative to find jobs, but they will find jobs.

30%，都是人才（例如领域内、职业的管理牛人等），被雇主们用高薪、股份、合伙人计划等捆绑着，难以脱身。这就导致了中人才在职场中稀缺，不容易发掘。他们大部分都有较好的职位和待遇，就算有跳槽的想法，也不会轻易流露。而猎头招聘往往具有保密性。

30% of them are senior talents (such as experts in the field, professional management talents, etc.), who are tied by employers with high salaries, shares, partner plans, etc., and are difficult to get away from. This leads to the scarcity of medium and high-end talents in the workplace, which is not easy to find. Most of them have better positions and pay, and even if they have the idea of job hopping, they will not easily reveal it. The recruitment of headhunters is often confidential.

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