招聘獵頭與hr從品類上就會(huì)分為食肉類和食草類的區(qū)別； 業(yè)務(wù)性質(zhì)不同導(dǎo)致目標(biāo)不同，hr在大部分公司屬于中臺(tái)或者服務(wù)性部門，不直接為公司創(chuàng)收，但是獵頭=收益，在公司地位不同；如果一名HR業(yè)績(jī)不理想，基礎(chǔ)收益不會(huì)受到太大影響，而對(duì)于一名獵頭伙伴來講，不創(chuàng)造收益，真的可能活生生餓死；獵頭的業(yè)績(jī)是道，hr事務(wù)型工作偏多；

Recruiting headhunters and HR can be divided into two categories: carnivorous and herbivorous; The different nature of business leads to different goals. In most companies, HR belongs to the middle or service department and does not directly generate revenue for the company. However, headhunting equals revenue, and their positions in the company are different; If an HR's performance is not ideal, the basic income will not be greatly affected, but for a headhunting partner, if they do not create income, they may really starve to death; The performance of headhunters is the king, and there are more HR transactional jobs;

收益不同：承擔(dān)壓力不同、當(dāng)然收益也不同，Hr從業(yè)者職業(yè)薪酬報(bào)告中，明顯有一個(gè)坎，通過一些年的努力薪酬到30k-50k ,想要再進(jìn)行突破會(huì)比較難，雖然普遍Hr基礎(chǔ)性收益比獵頭要高出甚多，但是對(duì)于獵頭、收益不封頂，主要考核的就是自己的產(chǎn)出；一名好的顧問年薪到達(dá)百萬也是比較常見的；

Different benefits: different levels of pressure and, of course, different benefits. In the professional compensation report for Hr practitioners, there is clearly a hurdle. After years of hard work, the salary can reach 30k-50k. It will be difficult to break through again. Although Hr's basic income is generally much higher than that of headhunters, there is no cap on headhunting and income, and the main assessment is their own output; It is also common for a good consultant to earn an annual salary of one million;

發(fā)展方向不同： Hr 可選擇的方向比獵頭稍微多一些，hr可以在平臺(tái)上選擇不同的進(jìn)修或，做稱一名綜合性的HRD，當(dāng)然也可以選擇垂直業(yè)務(wù)的深耕；而對(duì)于獵頭來說，大部分只能選擇甲方和咨詢公司，因?yàn)楂C頭盤子比較小，大部分想要綜合型發(fā)展都會(huì)選擇甲方平臺(tái)；

Different development directions: Hr has slightly more options than headhunting, while HR can choose different training options on the platform, and ultimately become a comprehensive HRD. Of course, they can also choose to deepen their vertical business; For headhunters, most can only choose the first party and consulting company, because the headhunter's plate is relatively small, and most people who want comprehensive development will choose the first party platform;

招聘方式和流程不同：甲方招聘方式和職業(yè)獵頭打法完全不同（后續(xù)會(huì)在尋訪技巧中詳細(xì)介紹），甲方更多的選擇一些招聘平臺(tái)進(jìn)行，而獵頭很少能在招聘平臺(tái)找到招聘獵頭是候選人；甲方和業(yè)務(wù)部門確認(rèn)發(fā)布招聘職位，邀約面試及相關(guān)招聘流程的工作，獵頭會(huì)付出更多，從客戶拿到職位后的項(xiàng)目定位，展開尋訪、面試推進(jìn)及后續(xù)的跟進(jìn)維護(hù)、背調(diào)等比甲方的流程化更加標(biāo)準(zhǔn)。

The recruitment methods and processes are different: The recruitment methods of Party A are completely different from those of professional headhunters (which will be explained in detail in the search techniques later). Party A tends to choose more recruitment platforms, while headhunters rarely find candidates for recruitment on recruitment platforms; The first party and the business department confirm the release of recruitment positions, invitation interviews, and related recruitment processes. Headhunters will put in more effort, and after obtaining the position from the client, the project positioning, search, interview promotion, and subsequent follow-up maintenance, background checks, etc. will be more standardized than the first party's procedural approach.

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