目前在獵頭市場(chǎng)上，企業(yè)放給獵頭公司尋訪的空缺職位，基本都是緊急、難找的職位，且崗位的真實(shí)性非常高。那你知道獵頭在職位信息多維確認(rèn)方面的優(yōu)勢(shì)怎么樣嗎？下面濟(jì)南獵頭公司通過(guò)對(duì)比分析出來(lái)。

At present, in the headhunting market, the vacant positions that enterprises put on the headhunting companies to look for are basically urgent and difficult to find, and the authenticity of the positions is very high. Do you know the advantages of headhunters in multi-dimensional confirmation of position information? The following Jinan headhunters come out through comparative analysis.

獵頭--職位信息確認(rèn)包括很多流程：

Headhunters -- Job information confirmation includes many processes:

企業(yè)規(guī)模確認(rèn)、企業(yè)環(huán)境考察、崗位任職能力確認(rèn)、崗位職責(zé)確認(rèn)、上下級(jí)關(guān)系確認(rèn)、薪資福利確認(rèn)、面試流程確認(rèn)等等，所有的流程確認(rèn)，獵頭公司都會(huì)去到公司實(shí)地考察，同企業(yè)人資部門、用人部門當(dāng)面確認(rèn)相關(guān)信息。

Enterprise scale confirmation, enterprise environment inspection, position competency confirmation, position responsibility confirmation, superior subordinate relationship confirmation, salary and benefits confirmation, interview process confirmation, etc. The headhunting company will go to the company for field inspection and confirm relevant information with the enterprise's human resources department and employing department.

一些核心崗位獵頭會(huì)直接邀約企業(yè)老板面談，整個(gè)過(guò)程對(duì)信息的確認(rèn)，獵頭公司會(huì)同崗位的相關(guān)決策人、起碼是關(guān)鍵人進(jìn)行直接溝通，從而能夠獲取到真實(shí)有效的崗位信息。同時(shí)，作為第三方，獵頭會(huì)客觀的向候選人闡明的優(yōu)劣勢(shì)，為候選人降低求職風(fēng)險(xiǎn)。

Some core job hunters will directly invite the boss of the enterprise for an interview. The headhunters will directly communicate with the relevant decision-makers, at least the key persons, in the whole process of information confirmation, so that they can obtain real and effective job information. At the same time, as a third party, the headhunter will objectively explain the advantages and disadvantages to the candidate, so as to reduce the job risk for the candidate.

自己找--職位信息的獲取

Self searching -- obtaining position information

主要來(lái)源于線上渠道的職位介紹，以及后期與企業(yè)人資部門的電話溝通，獲取到的信息往往是不夠立體，因?yàn)槠髽I(yè)人資部門難以在有限的時(shí)間內(nèi)和候選人建立起足夠的信任，不會(huì)將公司真實(shí)，客觀的信息告訴候選人。

The information obtained mainly from job introductions through online channels and telephone communication with the HR department of the enterprise in the later stage is often not three-dimensional, because it is difficult for the HR department of the enterprise to establish sufficient trust with the candidate in a limited time and will not tell the candidate the true and objective information of the company.

甚為了盡快完成招聘任務(wù)，只會(huì)說(shuō)公司的好，所以很多候選人入職之后普遍感覺(jué)落差大，自己掉像進(jìn)坑里，像是被騙進(jìn)來(lái)的，后也做不長(zhǎng)久。

Even in order to complete the recruitment task as soon as possible, they will only say that the company is good, so many candidates generally feel that there is a big gap after they enter the job. They seem to fall into a hole, as if they were deceived, and they will not do it for long.

其實(shí)獵頭的本質(zhì)就是服務(wù)于企業(yè)和候選人，并且就職位信息、候選人信息為企業(yè)、候選人提供更佳詳細(xì)、真實(shí)、有效的溝通。您對(duì)此有什么需求歡迎來(lái)聯(lián)系我們http://www.szsjdq.com.cn！

In fact, the essence of headhunters is to serve enterprises and candidates, and provide better detailed, true and effective communication for enterprises and candidates on position information and candidate information. If you have any needs, please contact us http://www.szsjdq.com.cn ！