Headhunting is no longer the secret promoter of the workplace in previous years, but has become the mainstream of talent flow. 16 years ago, many enterprises used headhunting with a try mentality and did not determine how much talent advantage it could bring. At the moment when talents have become the competitiveness of enterprises, the speed and quality of recruiting talents have become a problem that enterprises attach great importance to. What are the advantages of headhunting recruitment compared with traditional recruitment.
1、 Headhunting recruitment service is faster than traditional recruitment. When assisting enterprises in recruitment, headhunting companies have strong recruitment purpose and take the initiative to carry out targeted one-on-one communication with nominees. Unlike the traditional recruitment, it is difficult to find the policy. They are superior in the speed of recruitment than enterprises recruit themselves or wait for others to submit resumes.
2、 Headhunting recruitment service is better than traditional recruitment. In selecting talents, headhunting companies will hunt for talents in combination with the industry background, job requirements and competitors of the enterprise. Therefore, the talents sought generally meet the job needs of the enterprise.
A headhunting company has established a complete set of perfect service system, which can meet the different needs of various customers. Enterprises do not need to find the talents they need in many resumes and repeatedly select the recommended talents. With the characteristics of high efficiency, it can prevent employment mistakes. After the nominees are successfully introduced and go to work, the headhunter will provide a series of services to help the nominees get used to the positions of the new company and prevent the risk of recruitment failure.
3、 Headhunting recruitment service is more suitable than traditional recruitment. As for the recruited talents, enterprises generally have such concerns, that is, whether they will find that this person is not suitable for the post during the probation period, or leave the post for other reasons. At this time, headhunting companies will take the initiative to communicate with these talents, and carefully select the talents recommended by headhunters in terms of personality, temperament and other aspects, which will also help enterprises reduce the risk of brain drain to a great extent.
4、 Because good talents are often lured and reused with heavy money, they are rare in the mobile market. Talent job hopping likes to be recommended by headhunting companies or friends, which can get a buffer in salary negotiation. Among mobile talents (job fairs, newspapers, Internet and other media advertisements), even those with outstanding talents often change jobs frequently due to poor interpersonal skills, high self-evaluation and difficult to cooperate with others.
5、 Headhunting has also established a complete set of perfect service system, which can meet the different needs of various customers. Enterprises do not need to find the talents they need in a large number of resumes, and conduct repeated selection, resume verification or personnel investigation on recommended talents. It has the characteristics of high efficiency, timeliness and accuracy, and can avoid employment mistakes. Avoid direct friction between enterprises and competitors, and conduct targeted background investigation on satisfactory candidates.
6、 In terms of search time, it is more guaranteed. Since headhunting recruitment is an initiative, it can quickly lock the scope of search and establish long-term contact with candidates. Act as the external human resources department of the enterprise, simplify recruitment and save costs, so that the human resources department can spend more time on the strategic development of the enterprise and promote the corporate culture.
7、 Headhunting companies mainly recruit people from similar positions in customers, competitors and related companies. The talents they find generally meet the requirements, so there is less phenomenon of leaving during the probation period. Moreover, after the candidate is successfully recommended to work, the headhunter will provide a series of follow-up services to help the candidate adapt to the position of the new company as soon as possible and avoid the risk caused by recruitment failure.
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