Fine explanation
The word "headhunter" is an exotic product, which originally meant the person who cut off the enemy's head as a trophy, and here refers to the person who is looking for talents. "Head" is the place where wisdom and talent are concentrated. "Headhunting" refers to hunting for talents, that is, finding, tracking, evaluating and selecting senior talents. Headhunting company is an intermediary organization, relying on hunting all kinds of senior talents needed by society to survive and make profits. Different from the talent exchange center, the headhunting company adopts the active competition mode of "hide-and-hunt" and "quick attack" to hunt senior talents for customers who need them in the company's talent market. The prey of headhunting companies is senior management talents.
Generally speaking, it is recommended that the president, vice president, general manager, deputy general manager, personnel director, personnel manager, financial manager, marketing director, marketing manager, product manager, technical director, technical manager, factory director, production manager, senior project manager, senior engineer, postdoctoral fellow, doctor, senior business administrator and other senior consultants. The service objects of the talent exchange center are "blue-collar" talents, basic talents and micro-regional talents; The former is to choose what customers want, while the latter is to wait and die, and choose what to come.
2 operation mode
Headhunting companies are very different from simple intermediary companies. Headhunting companies do not charge personal fees. Intermediary companies charge individuals in need. Individuals who want to find a job charge individuals. Enterprises charge enterprises for finding people. The level of doing this is relatively low. The headhunting company charges the company. If you charge an individual, it is definitely not a headhunter, but an intermediary. Headhunting companies need to provide consulting services such as talent assessment, inspection, communication and assistance; Intermediary companies are often very simple to match. Headhunters charge high fees and intermediary services are often low. Headhunters mainly take the initiative to find talents, and intermediaries are more likely to match in existing resources. In addition, intermediary companies serve more people looking for jobs, while headhunting companies serve more talents with strong ability and good professional ethics. As a person, they should have a sense of responsibility to society. They may have more opportunities and better personal development.
There are three main operating modes of headhunting companies: employee system, partner system and soho model.
Three main forms
The employee system is traditional.
Like ordinary companies, in an office building, recruiting a group of energetic hunters, attacking everywhere and looking for prey, this model is relatively slow and steady, and there will be no sudden explosive growth.
partnership
That is, every employee who joins becomes a partner of the company after meeting certain conditions, from junior partner to intermediate partner, and then to senior partner and top partner. The permissions corresponding to these levels are the same. Everyone regards himself as the boss, but the difference is that the profit distribution is different every year. The higher the level of partners, the more income they get. This model is widely used abroad, and many headhunters in the top 10 in the world adopt this system.
Soho system
It is a new model. The characteristics of this model are: employees can work at home, and the company has a writing room and a meeting room. If necessary, they can go to work in the company. Employees have a high degree of freedom, which is mainly restricted by the commission system. They have no social security, low salary and high commission, are easy to manage and are not afraid of the financial crisis. They can expand and contract at any time to form their own school. Most small headhunting companies with two or three people are of this type.
4 urban distribution
Headhunting companies are mainly distributed in first-tier cities in China, such as Beijing, Shanghai, Guangzhou, Shenzhen and Wuhan, which are the headquarters of most headhunting companies in China. With the development of domestic economy and the gradual maturity of headhunting industry, the service scope of headhunting companies has spread all over many cities in China.
5 industry status quo
Any industry has an average profit in the industry, and it is common sense to charge 30% of the applicant's annual salary. Even if the charging ratio is adjusted due to domestic industry competition and cost, it should never be lower than the operating bottom line of 20%. Otherwise, headhunting companies cannot make reasonable profits and maintain normal operations. Those who can receive less than 20% must be nonstandard low-end headhunters. They don't have to consider brand building, sustainable management and team building, they can vote and count.
The accumulation scale of talent pool must not be the main index to judge the service ability of headhunting companies, but the core competitiveness of headhunting companies lies in the "hunting" ability of active search and mining. Many customers who don't understand the original intention of headhunting will ask headhunting companies to provide resume information to their customers before confirming their formal cooperation intention, so as to judge the ability of headhunting companies. Some small headhunters who also don't understand the original intention of headhunters or headhunting companies and face operational pressure will cater to customers' unreasonable expectations, provide resumes in advance, and even fabricate resumes according to customers' job requirements, and cooperate with some bad candidates to deceive customers. Headhunters who provide resume information to customers before determining the formal intention of cooperation are not good headhunters.
Insisting on collecting advance payment is an industry rule. The significance of advance payment lies in identifying the real recruitment intention of customers, improving cooperation, preventing customers from marrying multiple women and making up for the expenses of headhunting companies. Without advance payment, none of these meanings can be discussed. Headhunting companies with poor business conditions can't take care of that much. Giving up the advance payment, striving for orders and solving the problem of food and clothing are their first choices.
Foreign headhunters often sign exclusive headhunting service agreements. In China, companies often sign contracts with a number of headhunting companies and provide high-end talent search services. At this time, headhunting companies are not only fighting for the quality of talents, but also the speed is often more important: headhunting companies that find talents first will get more attention from enterprises, and headhunting companies with high speed will submit their resumes to enterprise HR, and HR will arrange interviews when it feels that this resume is suitable. Qualified headhunting companies can only sigh: talents have already joined the company. The pursuit of speed by headhunting companies often lowers the requirements for the quality of talents, and there is often a phenomenon of "fighting in groups".
Some people say that the headhunting market in China will be severely impacted by the financial crisis, but the reality tells us that the headhunting market in China is still very hot, and the headhunting industry will still start a prairie fire like a bonfire. In fact, headhunting companies do not lack customers, because excellent talents are always scarce resources, which is the fundamental reason for the existence of this market.