Recruiting headhunters and HR can be divided into two categories: carnivorous and herbivorous; The different nature of business leads to different goals. In most companies, HR belongs to the middle or service department and does not directly generate revenue for the company. However, headhunting equals revenue, and their positions in the company are different; If an HR's performance is not ideal, the basic income will not be greatly affected, but for a headhunting partner, if they do not create income, they may really starve to death; The performance of headhunters is the king, and there are more HR transactional jobs;
Different benefits: different levels of pressure and, of course, different benefits. In the professional compensation report for Hr practitioners, there is clearly a hurdle. After years of hard work, the salary can reach 30k-50k. It will be difficult to break through again. Although Hr's basic income is generally much higher than that of headhunters, there is no cap on headhunting and income, and the main assessment is their own output; It is also common for a good consultant to earn an annual salary of one million;
发展方向不同： Hr 可选择的方向比猎头稍微多一些，hr可以在平台上选择不同的进修或，做称一名综合性的HRD，当然也可以选择垂直业务的深耕；而对于猎头来说，大部分只能选择甲方和咨询公司，因为猎头盘子比较小，大部分想要综合型发展都会选择甲方平台；
Different development directions: Hr has slightly more options than headhunting, while HR can choose different training options on the platform, and ultimately become a comprehensive HRD. Of course, they can also choose to deepen their vertical business; For headhunters, most can only choose the first party and consulting company, because the headhunter's plate is relatively small, and most people who want comprehensive development will choose the first party platform;
The recruitment methods and processes are different: The recruitment methods of Party A are completely different from those of professional headhunters (which will be explained in detail in the search techniques later). Party A tends to choose more recruitment platforms, while headhunters rarely find candidates for recruitment on recruitment platforms; The first party and the business department confirm the release of recruitment positions, invitation interviews, and related recruitment processes. Headhunters will put in more effort, and after obtaining the position from the client, the project positioning, search, interview promotion, and subsequent follow-up maintenance, background checks, etc. will be more standardized than the first party's procedural approach.
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