The position of the company's operation director has been recruited for half a year, "online recruitment also spent enough money, but also rejected job fairs, many resumes, right people, but there is not a particularly satisfied candidate, how to find a person for headhunters who can't find a month.". This is the standard for many companies to recruit. Due to the nature of the work, HR is engaged in a series of routine recruitment activities. However, most of the floating talents appear in the talent market, and the common channels for enterprises to recruit executives are not enough.
Many people don't know that after the recruitment is over, enterprises are confused about looking for headhunters to support the recruitment. They don't know if there is HR, why do they look for headhunters? Headhunters serve companies that don't know where to spend their money, right? Small companies don't need headhunters, do they? For all kinds of questions, small editors will give answers below.
Why do you need headhunters when you have human resources?
1. Different groups
Human resources recruitment mainly serves the company. In addition to human resources recruitment, training, employee evaluation, employee salary, employee transfer and other modules, human resources are more involved in the development of recruitment plans and the establishment of recruitment system, so the energy in recruitment is relatively scattered;
Headhunters are facing the whole human resources market. Compared with HR, headhunters pay more attention to the recruitment of high-end talents and have their own exclusive industries. When recommending talents to enterprises, we can better grasp the accuracy and improve the recruitment efficiency.
2. Different recruitment channels
HR usually recruits talents by publishing positions, job fairs and internal recommendations on recruitment websites, with relatively single channels. This way of waiting for potential job seekers to interview is passive compared with active search. In addition, if job seekers do not have a clear understanding of the position they are applying for, they will find it completely inappropriate after communication, which not only wastes the time of both sides, but also greatly reduces the efficiency of recruitment.
The recruitment channels are diversified. In addition to their own talent pool, people introduction, and other public channels, they search some social networking sites, seek closed lists of CC talents, determine the position of the company's talents, further match the target candidates according to the characteristics of the position, which is more active and effective than the recruitment of human resources.
3. The strength of candidates in each stage is different
For HR, they deal with a lot of resumes and candidates a day. If they're not very important people, it's hard for HR to keep track of a candidate all the time. If the candidate is competent for the job, but is rejected by HR due to lack of interview experience or do not know how to highlight the resume, it is a loss to both the enterprise and the candidate.
Headhunters differ in that they are the bridge between the company and the job seeker. In order to promote the smooth progress of enterprise recruitment and avoid unnecessary troubles, headhunters will conduct interview consultation, resignation consultation, background investigation, etc. Many details that HR didn't take into account, such as the candidate's life details and entry delay, can be solved through communication and negotiation. For job seekers, HR is totally for the enterprise, so there are many hard to explain places. Job seekers are more inclined to contact with headhunters, and headhunters are more often the same as friends in their enterprises.
I believe that we can answer the question "why do you want to look for headhunters when you have HR?". Recruitment is related to the development of enterprises. It is far from enough to rely on human resources alone. That's why the cost of headhunting is not low, but enterprises are still reluctant to reduce this part of the cost.
The above is a detailed introduction of the differences between HR and headhunting of Shandong headhunting company. To learn more, please click http://www.shandonglietou.com