企業(yè)有HR，為什么還要找獵頭服務(wù)？對(duì)于本身就具有“隱蔽性”和“稀缺性”的中人才的招聘，企業(yè)僅憑自身更是難以觸及。越來(lái)越多的企業(yè)意識(shí)到這一點(diǎn)后，都將尋找獵頭來(lái)匹配合適的中人才作為招聘人才的佳選擇。不僅僅是為了招人，山東獵頭公司還能讓公司價(jià)值大化，實(shí)現(xiàn)“雙贏”局面。

Why do enterprises need headhunters when they have HR? For the recruitment of medium and senior talents with "concealment" and "scarcity" in itself, enterprises are even more difficult to reach by themselves. After more and more enterprises realize this, they will look for headhunters to match the appropriate middle and senior talents as a good choice for recruiting talents. Not only for recruitment, Shandong Headhunting Company can make the company more valuable and achieve a "win-win" situation.

與HR互補(bǔ)，很好的“人才篩選器”

Complementary with HR, good "talent filter"

在招聘方面，HR需做的是制定招聘計(jì)劃書(shū)以及搭建招聘體系等事情，因?yàn)樽陨砺毮艿亩嘣?，?duì)于中崗位的人才甄選，實(shí)在心有余而力不足。

In terms of recruitment, what HR needs to do is to develop a recruitment plan and establish a recruitment system. Because of the diversity of its functions, HR has more than enough power to select talents for medium and high-end positions.

而獵頭本身的職能就是專注于人才的招聘工作，所以比起單向招聘需求的普通HR來(lái)說(shuō)，獵頭的目標(biāo)感更強(qiáng)，結(jié)果導(dǎo)向更明確。

The function of headhunters is to focus on the recruitment of senior talents. Therefore, compared with ordinary HR with one-way recruitment needs, headhunters have a stronger sense of purpose and a clearer result orientation.

結(jié)果導(dǎo)向性思維決定了獵頭招聘并不是盲目地篩選簡(jiǎn)歷、求數(shù)量，而是結(jié)合企業(yè)的行業(yè)背景、崗位要求甚是該企業(yè)的競(jìng)爭(zhēng)對(duì)手，來(lái)獵尋人才。

The result oriented thinking determines that the headhunter recruitment is not blindly screening resumes and seeking quantity, but combining the industry background, job requirements and even the competitors of the enterprise to find talents in an all-round way.

的獵頭公司職能劃分更加細(xì)致，每位獵頭都是深耕于不同行業(yè)領(lǐng)域，的人才都比較準(zhǔn)確、質(zhì)量更是有所保障。

The functions of professional headhunters are divided more carefully. Each headhunter is deeply involved in different industries. The recommended talents are more accurate and the quality is guaranteed.

豐富的招聘渠道

Rich recruitment channels

多數(shù)HR能夠接觸到的公開(kāi)信息，如：各種招聘網(wǎng)站、招聘會(huì)甚內(nèi)推都是未經(jīng)優(yōu)化過(guò)，需要花費(fèi)大量時(shí)間與精力去甄別的信息渠道。用這種傳統(tǒng)的方式去發(fā)掘需求準(zhǔn)確的高等級(jí)人才，無(wú)異于大海撈針。

The public information that most HR can access, such as various recruitment websites, job fairs and even internal promotion, has not been optimized and requires a lot of time and effort to identify information channels. It is like looking for a needle in a haystack to find high-level talents with accurate demands in this traditional way.

獵頭的招聘渠道則是豐富且經(jīng)過(guò)多維度檢驗(yàn)的，除了自有的人才庫(kù)、人選介紹等公開(kāi)渠道以外，獵頭也會(huì)通過(guò)一些社交網(wǎng)站等非公開(kāi)渠道進(jìn)行人才尋訪?；谧陨韺?duì)企業(yè)所需行業(yè)的深入了解，結(jié)合多年積累的社會(huì)資源與人脈資源，獵頭運(yùn)用更具性的人才尋訪技術(shù)，可以迅速準(zhǔn)確地獵尋目標(biāo)人選。

The recruitment channels of headhunters are rich and multi-dimensional. In addition to their own talent pool, candidate introduction and other public channels, headhunters also conduct talent search through some non-public channels such as social networking sites. Based on their in-depth understanding of the industry required by the enterprise, combined with the social resources and networking resources accumulated over the years, headhunters can quickly and accurately hunt for target candidates by using more professional talent seeking techniques.

而且，獵頭向企業(yè)提供所需的人選后，還會(huì)繼續(xù)搜尋多種選擇，以備不時(shí)之需和保證期內(nèi)的儲(chǔ)備供應(yīng)。

Moreover, after providing the required candidates to the enterprise, the headhunters will continue to search for a variety of options in case of emergency and reserve supply within the guarantee period.

保密性高，“隱蔽性”人才

High confidentiality, activate "hidden" senior talents

人才市場(chǎng)有個(gè)3:4:3法則：

There is a 3:4:3 rule in the talent market:

30%的人，對(duì)工作不滿，會(huì)主動(dòng)投簡(jiǎn)歷、找工作，他們是人才市場(chǎng)的活躍者。他們中有人才，但更多的是內(nèi)部競(jìng)爭(zhēng)的失敗者；40%的人，正在重要崗位上，并且對(duì)現(xiàn)狀很滿意。不會(huì)主動(dòng)找工作，都是工作找他們。

30% of the people, dissatisfied with their jobs, will actively submit resumes and look for jobs. They are active in the talent market. There are excellent talents among them, but more of them are losers in internal competition; 40% of them are in important positions and are satisfied with the status quo. They will not take the initiative to find jobs, but they will find jobs.

30%，都是人才（例如領(lǐng)域內(nèi)、職業(yè)的管理牛人等），被雇主們用高薪、股份、合伙人計(jì)劃等捆綁著，難以脫身。這就導(dǎo)致了中人才在職場(chǎng)中稀缺，不容易發(fā)掘。他們大部分都有較好的職位和待遇，就算有跳槽的想法，也不會(huì)輕易流露。而獵頭招聘往往具有保密性。

30% of them are senior talents (such as experts in the field, professional management talents, etc.), who are tied by employers with high salaries, shares, partner plans, etc., and are difficult to get away from. This leads to the scarcity of medium and high-end talents in the workplace, which is not easy to find. Most of them have better positions and pay, and even if they have the idea of job hopping, they will not easily reveal it. The recruitment of headhunters is often confidential.

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