為什么中小人力外包公司布局獵頭業(yè)務，有所建樹的卻很少呢？原因就在于以下幾個常見誤區(qū)，濟南獵頭公司為您講解。

Why are few small and medium-sized human resource outsourcing companies making achievements in headhunting? The reason lies in the following common mistakes. Jinan Headhunting Company will explain them to you.

誤區(qū)一：獵頭業(yè)務與人力外包業(yè)務差不多

Myth 1: Headhunting business is similar to human outsourcing business

人力外包業(yè)務是服務客戶企業(yè)對人員批量化招聘的需求，服務的核心競爭力是速度。招聘來的人員經(jīng)過簡單面試、培訓后即可上崗，一般來說候選人只要通過面試，絕大多數(shù)都會愿意留下。并且崗位可替代性較強，哪怕人員離職也能很快補上。

The human resource outsourcing business is the demand of the service customer enterprises for the mass recruitment of personnel, and the core competitiveness of the service is speed. The recruited personnel can go to work after simple interview and training. Generally speaking, as long as the candidates pass the interview, most of them are willing to stay. And the position is highly replaceable, even if the employee leaves the company, it can be filled quickly.

而獵頭業(yè)務主要面向的是中人才需求，這類人才通常都隸屬于企業(yè)的核心崗位，人員的不穩(wěn)定性會傷害到企業(yè)自身發(fā)展戰(zhàn)略。所以人才與企業(yè)的匹配度比招聘速度更加重要。

The headhunting business is mainly aimed at the demand for medium and high-end talents. Such talents are usually subordinate to the core positions of the enterprise, and the instability of personnel will harm the enterprise's own development strategy. Therefore, the matching degree between talents and enterprises is more important than the recruitment speed.

誤區(qū)二：外包客戶就是獵頭客戶

Myth 2: Outsourcing customers are headhunters

很多外包企業(yè)手上都有著積攢來的客戶，想要通過開展獵頭業(yè)務去深化客戶價值，便盲目開設獵頭版塊業(yè)務，但業(yè)務的穩(wěn)定性卻難以得到保障。

Many outsourcing enterprises have accumulated customers. In order to deepen customer value through headhunting, they blindly set up headhunting business, but the stability of the business is difficult to be guaranteed.

誤區(qū)三：獵頭招聘就是推送簡歷

Mistake 3: Head hunting recruitment is to push resumes

很多外包企業(yè)仍然是用外包業(yè)務的交付模式，來服務獵頭客戶，即：只要簡歷合適就推人，希望用堆數(shù)量的方法來完成交付。但如果只是一味盲目地大量推送簡歷，不僅不能提高交付成功率，而且還會起到反作用。

Many outsourcing enterprises still use the delivery mode of outsourcing business to serve headhunters, that is, as long as the resume is suitable, they will push people, hoping to complete the delivery by piling up the number. However, if you just blindly push a large number of resumes, it will not improve the delivery success rate, but will also have a negative effect.

獵頭需要從多角度篩選候選人，從候選人的個人情況、職業(yè)規(guī)劃、從業(yè)經(jīng)歷等，判斷候選人與崗位需求的匹配度，從而選出合適的人才給客戶。

Headhunters need to screen candidates from multiple perspectives, judge the matching degree between candidates and job demands from candidates' personal information, career planning, employment experience, etc., so as to select suitable talents for customers.

但如果一連推送幾份不合適的簡歷給到客戶，中間產(chǎn)生大量溝通成本不說，更是大大消耗別人對你的信任度，而“信任”是獵頭能夠長期維系客戶的關鍵。

However, if several unsuitable resumes are pushed to customers in a row, a large amount of communication costs will be incurred, which will greatly consume the trust of others. "Trust" is the key to the long-term maintenance of customers by headhunters.

從以上幾點常見誤區(qū)中我們可以看出，一家獵頭公司所需要的核心是穩(wěn)定的客戶+龐大的人才數(shù)據(jù)庫+獵頭培訓體系。而這對于外包企業(yè)來說，就如同白手起家一樣，需要自己從頭開始去摸索、去試錯。您對獵頭公司有需求的話就來我們網(wǎng)站http://www.szsjdq.com.cn咨詢吧！

From the above common mistakes, we can see that the core of a headhunting company is stable customers+huge talent database+headhunting training system. For outsourcing enterprises, this is like starting from scratch. They need to explore and try to make mistakes from scratch. Come to our website if you have any demand for headhunters http://www.szsjdq.com.cn Consult!