企業(yè)選擇獵頭公司的真正原因是什么？
隨著市場(chǎng)獵頭行業(yè)的發(fā)展，中人才的“隱蔽性”和“稀缺性”決定了尋找中人才和人才必須依靠獵頭公司的幫助。很多行業(yè)都在快速發(fā)展，整個(gè)行業(yè)的人才都在快速稀釋。這時(shí)，獵頭公司的作用就體現(xiàn)出來(lái)了。獵頭顧問(wèn)可以為客戶(hù)提供的服務(wù)，需要的人才，為企業(yè)和HR燃眉之急。
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.
對(duì)于企業(yè)來(lái)說(shuō)，人才市場(chǎng)招聘會(huì)上的人才大多是流動(dòng)人才，、特殊、人才很少。獵頭的選擇應(yīng)該通過(guò)質(zhì)量評(píng)估、績(jī)效驗(yàn)證、評(píng)估、計(jì)算機(jī)評(píng)估等多種方式進(jìn)行。更重要的是，它從眾多獵頭的精英人才中，挑選出更適合客戶(hù)的人才。
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(shí)踐中努力的人才往往缺乏完整的現(xiàn)代物流理念；培訓(xùn)班出來(lái)的人才往往缺乏實(shí)踐經(jīng)驗(yàn)，理論容易脫離實(shí)際。真正的人才是非常稀缺的社會(huì)資源，價(jià)值不菲。招聘物流人才往往要花費(fèi)幾十萬(wàn)的工資，這并不奇怪。執(zhí)行副總裁級(jí)別的職業(yè)經(jīng)理人身價(jià)200萬(wàn)是正常的。很難找到人才。很多崗位必須是相關(guān)畢業(yè)，熟悉國(guó)內(nèi)市場(chǎng)，甚更熟悉管理模式，需要3 ~ 5年的行業(yè)經(jīng)驗(yàn)。人才供給處于“無(wú)價(jià)無(wú)市”時(shí)期。從目前的情況來(lái)看，真正的人才不會(huì)缺少工作機(jī)會(huì)，很少主動(dòng)求職，也很少直接把簡(jiǎn)歷發(fā)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.
他們的職業(yè)轉(zhuǎn)變大多是通過(guò)獵頭公司的完成的。據(jù)不完全統(tǒng)計(jì)，全球70%的人才通過(guò)獵頭公司進(jìn)行崗位調(diào)整，超過(guò)90%的知名大公司利用獵頭選拔人才。獵頭招聘已經(jīng)成為人才招聘的主流趨勢(shì)。與獵頭顧問(wèn)的合作越來(lái)越緊密，越來(lái)越多的企業(yè)意識(shí)到人才對(duì)于企業(yè)發(fā)展的重要性。有些企業(yè)更缺的是復(fù)合型中人才。然而，傳統(tǒng)的招聘方式已經(jīng)難以滿足企業(yè)快速發(fā)展和市場(chǎng)競(jìng)爭(zhēng)的需要。
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.
一個(gè)的獵頭顧問(wèn)，必在人力資源管理方面有著豐富的工作經(jīng)驗(yàn)，及吸取眾家之長(zhǎng)而總結(jié)的用人理念精華，可以對(duì)企業(yè)人力資源招聘提供很大的支持和幫助，而且是以結(jié)果為導(dǎo)向，有強(qiáng)烈的交付意識(shí)。
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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