Headhunting is no longer the secret promoter of the workplace in previous years, but has become the mainstream of talent flow. 16 years ago, many enterprises used headhunting with a try mentality and did not determine how much talent advantage it could bring. At the moment when talents have become the competitiveness of enterprises, the speed and quality of recruiting talents have become a problem that enterprises attach great importance to. What are the advantages of headhunting recruitment compared with traditional recruitment.

一、獵頭招聘效勞比傳統(tǒng)招聘更快速。獵頭公司在協(xié)助企業(yè)招聘時(shí)，其招聘目的性強(qiáng)，而且主動(dòng)出擊，有針對(duì)性的與提名人進(jìn)行一對(duì)一溝通，不同于傳統(tǒng)招聘難如登天尋找方針，比企業(yè)自己招聘或許等他人來投簡歷，在招聘的速度上技高一籌。

1、 Headhunting recruitment service is faster than traditional recruitment. When assisting enterprises in recruitment, headhunting companies have strong recruitment purpose and take the initiative to carry out targeted one-on-one communication with nominees. Unlike the traditional recruitment, it is difficult to find the policy. They are superior in the speed of recruitment than enterprises recruit themselves or wait for others to submit resumes.

二、獵頭招聘效勞比傳統(tǒng)招聘更優(yōu)異。獵頭公司在甄選人才中，會(huì)結(jié)合企業(yè)的行業(yè)布景、崗位要求以及該企業(yè)競爭對(duì)手全方面進(jìn)行獵尋人才，因而尋訪到的人才一般較符合該企業(yè)崗位需求。

2、 Headhunting recruitment service is better than traditional recruitment. In selecting talents, headhunting companies will hunt for talents in combination with the industry background, job requirements and competitors of the enterprise. Therefore, the talents sought generally meet the job needs of the enterprise.

一起獵頭公司建立了一整套完善的效勞體系，能夠滿意各種客戶的不同需求，不需求企業(yè)在很多的簡歷中尋覓自己需求的人才，對(duì)引薦人才進(jìn)行重復(fù)甄選。具備效率高的特色一起能夠防止用人失誤。提名人在成功引薦并上班后，獵頭會(huì)供給一系列的效勞，協(xié)助提名人趕快習(xí)慣新公司的崗位，也防止了招聘失利形成的危險(xiǎn)。

A headhunting company has established a complete set of perfect service system, which can meet the different needs of various customers. Enterprises do not need to find the talents they need in many resumes and repeatedly select the recommended talents. With the characteristics of high efficiency, it can prevent employment mistakes. After the nominees are successfully introduced and go to work, the headhunter will provide a series of services to help the nominees get used to the positions of the new company and prevent the risk of recruitment failure.

三、獵頭招聘效勞比傳統(tǒng)招聘更適合。在關(guān)于現(xiàn)已招聘到的人才，企業(yè)一般會(huì)有這樣的擔(dān)憂，就是擔(dān)心會(huì)不會(huì)在試用期內(nèi)發(fā)現(xiàn)此人并不適宜該崗位，或許由于其他的原因此離任。這個(gè)時(shí)分，獵頭公司會(huì)主動(dòng)出擊，會(huì)與這些人才進(jìn)行交流，也會(huì)對(duì)獵頭自己引薦的人才在人品、性情等各個(gè)方面盡心挑選，一起也在很大程度上會(huì)協(xié)助企業(yè)削減人才流失的危險(xiǎn)。

3、 Headhunting recruitment service is more suitable than traditional recruitment. As for the recruited talents, enterprises generally have such concerns, that is, whether they will find that this person is not suitable for the post during the probation period, or leave the post for other reasons. At this time, headhunting companies will take the initiative to communicate with these talents, and carefully select the talents recommended by headhunters in terms of personality, temperament and other aspects, which will also help enterprises reduce the risk of brain drain to a great extent.

四、因?yàn)楹玫娜瞬磐恢亟鸹\絡(luò)和重用，流動(dòng)市場上少見。人才跳槽喜歡通過獵頭公司或朋友推薦，可以獲得薪金談判的緩沖。流動(dòng)人才（招聘會(huì)、報(bào)刊、網(wǎng)絡(luò)及其他媒體廣告）中即使有才華出眾者，往往由于人際關(guān)系能力較差、自我評(píng)價(jià)過高、難以與人合作等原因，頻繁跳槽。

4、 Because good talents are often lured and reused with heavy money, they are rare in the mobile market. Talent job hopping likes to be recommended by headhunting companies or friends, which can get a buffer in salary negotiation. Among mobile talents (job fairs, newspapers, Internet and other media advertisements), even those with outstanding talents often change jobs frequently due to poor interpersonal skills, high self-evaluation and difficult to cooperate with others.

五、獵頭還建立了一整套完善的服務(wù)體系，能夠滿足各種客戶的不同需求，不需要企業(yè)在大量的簡歷中尋找自己需要的人才，對(duì)推薦人才進(jìn)行反復(fù)甄選、履歷驗(yàn)證或人事調(diào)查。具備效率高、及時(shí)準(zhǔn)確等特點(diǎn)同時(shí)可以避免用人失誤。避免企業(yè)與競爭對(duì)手直接進(jìn)行的摩擦，可以對(duì)滿意的人選進(jìn)行針對(duì)性背景調(diào)查。

5、 Headhunting has also established a complete set of perfect service system, which can meet the different needs of various customers. Enterprises do not need to find the talents they need in a large number of resumes, and conduct repeated selection, resume verification or personnel investigation on recommended talents. It has the characteristics of high efficiency, timeliness and accuracy, and can avoid employment mistakes. Avoid direct friction between enterprises and competitors, and conduct targeted background investigation on satisfactory candidates.

六、在尋訪時(shí)間上更有保證，由于獵頭招聘是主動(dòng)出擊，迅速鎖定尋訪的范圍，與候選人建立長期聯(lián)系。充當(dāng)企業(yè)的外部人力資源部，簡化招聘工作、節(jié)約成本，使人力資源部可將更多時(shí)間用于企業(yè)的戰(zhàn)略發(fā)展和宣揚(yáng)企業(yè)文化中。

6、 In terms of search time, it is more guaranteed. Since headhunting recruitment is an initiative, it can quickly lock the scope of search and establish long-term contact with candidates. Act as the external human resources department of the enterprise, simplify recruitment and save costs, so that the human resources department can spend more time on the strategic development of the enterprise and promote the corporate culture.

七、獵頭公司主要從客戶競爭對(duì)手和相關(guān)公司內(nèi)近似職位上挖人，尋訪到的人才一般比較符合要求，因而試用期離開的現(xiàn)象較少。而且，候選人在成功推薦上班后，獵頭會(huì)提供一系列的后續(xù)服務(wù)，幫助候選人盡快適應(yīng)新公司的崗位，避免招聘失敗造成的風(fēng)險(xiǎn)。

7、 Headhunting companies mainly recruit people from similar positions in customers, competitors and related companies. The talents they find generally meet the requirements, so there is less phenomenon of leaving during the probation period. Moreover, after the candidate is successfully recommended to work, the headhunter will provide a series of follow-up services to help the candidate adapt to the position of the new company as soon as possible and avoid the risk caused by recruitment failure.

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