Enterprises often encounter such situations: human resources personnel are very dedicated, in order to find the right talent, they often participate in some talent exchange meetings, or spend a lot of money on advertising. During this period of time, I can receive many resumes, but few talents can make the enterprise interested. Few people can speak and execute. As a result, it is often difficult for talents to arrive at their posts on time, and a company has paid high direct and indirect costs. In fact, the most feasible way to recruit high-end talents is to hire professional headhunters.
The reasons why enterprises need to hire professional headhunters to assist in talent recruitment are usually as follows:
The necessity of keeping talents secret. The recruitment of middle and high-end talents is often highly confidential. On the one hand, the company's senior managers often do not want employees to know the company's external recruitment plan for senior positions. Especially when it comes to the replacement of existing employees, the other side faces the fact that the company does not want its peers, especially competitors, to know the latest trend of the company. For senior and middle-level talents, interviewing in a confidential way will not damage their existing work. In the headhunting company, the more professional the headhunting company with obvious reputation is, the better the confidentiality work is.
Headhunters can provide objective advice to employers. Headhunting recruitment service is a very time-consuming and sensitive process. Headhunters can help customers correctly evaluate the expected value of recruitment positions, recheck the reporting path of relevant arrangement structure, and determine feasible entry conditions and remuneration. Headhunters should provide objective and realistic feedback to candidates in time, and make suggestions to customers in time. As an expert in recruitment, headhunters can conduct useful background checks on the recruiters, and learn about the past work and background of the candidates from the relevant people or even the people who are unwilling to express their opinions.
The scarcity and confidentiality of middle and high-end talents. Middle and high-end talents are the precious wealth of enterprises. Most of them have good treatment. Even if they have the idea of job hopping, they will not easily appear in the place of talent exchange. With the development of economy, new enterprises are emerging, and the demand for talents is increasing. It is necessary to rely on the help of headhunters to find middle and high level talents and excellent talents.
To ensure the usefulness of capital. Countless experiences have proved that headhunters have the absolute advantage of saving time, labor and money in the recruitment service of middle and high-end talents. In the use of headhunting customers, only after the failure of other recruitment channels, can we find a suitable part of headhunting. Headhunting companies understand the market situation of salary and treatment of senior talents, can advocate customers to pay appropriate salary to qualified candidates, and can help customers negotiate employment conditions.
Headhunting company has rich talent information resources. Headhunting companies are mainly engaged in the search and recommendation of talents, and have rich talent databases; have in-depth understanding of certain specialties, and have extensive information on certain types of talents from quality to cost; and have professional talent search technology. In this way, they can quietly find the required talent groups in the market without any publicity.