With the development of market headhunting industry, the "concealment" and "scarcity" of middle and senior talents determine that the search for middle and senior talents and excellent talents must rely on the help of headhunting companies. Many industries are developing rapidly, and the talents of the whole industry are diluting rapidly. At this time, the role of headhunting companies is reflected. Headhunting consultants can provide services for customers, recommend talents in need, and solve urgent problems for enterprises and HR.
For enterprises, most of the talents at the job fair in the talent market are mobile talents, and there are few senior, special and talents. Headhunters should be selected through quality evaluation, performance verification, expert evaluation, computer evaluation and other ways. More importantly, it selects the most suitable talents for customers from the elite talents recommended by many headhunters.
在實踐中努力的人才往往缺乏完整的現代物流理念；培訓班出來的人才往往缺乏實踐經驗，理論容易脫離實際。真正的人才是非常稀缺的社會資源，價值不菲。招聘物流人才往往要花費幾十萬的工資，這并不奇怪。執行副總裁級別的職業經理人身價200萬是正常的。很難找到人才。很多崗位必須是相關畢業，熟悉國內市場，甚至更熟悉管理模式，需要3 ~ 5年的行業經驗。人才供給處于“無價無市”時期。從目前的情況來看，真正的人才不會缺少工作機會，很少主動求職，也很少直接把簡歷發到公司。
Talents who work hard in practice often lack a complete modern logistics concept; The talents who come out of the training class often lack practical experience, and the theory is easy to be divorced from reality. Real high-end talents are very scarce social resources and are of great value. It is not surprising that recruiting logistics talents often costs hundreds of thousands of wages. It is normal for professional managers at the level of executive vice president to be worth 2 million. It's hard to find high-end talents. Many positions must be relevant graduates, familiar with the domestic market, or even more familiar with the international management mode, which requires 3 ~ 5 years of industry experience. The supply of high-end talents is in the period of "priceless and no market". From the current situation, real high-end talents will not lack job opportunities, rarely take the initiative to apply for a job, and rarely send their resumes directly to the company.
Most of their career changes are completed through the recommendation of headhunting companies. According to incomplete statistics, 70% of senior talents in the world adjust their positions through headhunting companies, and more than 90% of well-known large companies use headhunting to select talents. Headhunting recruitment has become the mainstream trend of high-end talent recruitment. With the increasingly close cooperation with headhunting consultants, more and more enterprises realize the importance of talents for enterprise development. What some enterprises lack most is compound middle and senior talents. However, the traditional recruitment method has been difficult to meet the needs of the rapid development of enterprises and market competition.
A good head hunting consultant must have rich working experience in human resource management and the essence of the employment concept summarized by drawing on the strengths of many families. It can provide great support and help for enterprise human resource recruitment, and is result oriented and has a strong sense of delivery.
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