1、通過(guò)獵頭招聘，比通過(guò)一般招聘更快速。由于獵頭招聘是主動(dòng)出擊，迅速鎖定尋訪的范圍，與候選人建立聯(lián)系。并在封閉的渠道里與候選人一對(duì)一交流，可以有效地達(dá)到招聘目標(biāo)。

1. Recruitment through headhunting is faster than regular recruitment. Due to the proactive nature of headhunting recruitment, it quickly identifies the scope of search and establishes contact with candidates. And one-on-one communication with candidates in closed channels can effectively achieve recruitment goals.

2、獵頭招聘比一般招聘更準(zhǔn)確。由于獵頭公司主要從客戶競(jìng)爭(zhēng)對(duì)手公司內(nèi)相同的職位上挖人，尋訪到的人才一般比較符合要求，因而試用期走人的現(xiàn)象比較少。而且，候選人在成功推薦并上班后，獵頭會(huì)提供一系列的服務(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)。

2. Headhunting recruitment is more accurate than general recruitment. Due to the fact that headhunting companies mainly recruit people from the same positions within their client competitors, the talent they search for generally meets the requirements, resulting in a relatively low phenomenon of leaving during the probationary period. Moreover, after successfully recommending candidates and starting work, headhunters will provide a series of services to help candidates adapt to the new company's position as soon as possible and avoid the risks caused by recruitment failures.

3、獵頭公司招聘的人選比一般招聘的人選要優(yōu)秀，可大大降低招聘風(fēng)險(xiǎn)。

3. The candidates recruited by headhunting companies are superior to those recruited by general recruitment, which can greatly reduce recruitment risks.

這是因?yàn)?，?yōu)秀人才往往被原來(lái)的老板重金籠絡(luò)和重用，流動(dòng)市場(chǎng)上少見(jiàn)。高級(jí)人才跳槽喜歡通過(guò)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(guò)高、以自我為中心、難以與人合作等原因，頻繁跳槽。正規(guī)的獵頭公司有廣泛的尋訪網(wǎng)絡(luò)，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，具有效率高、及時(shí)準(zhǔn)確等特點(diǎn)同時(shí)可以避免用人失誤。

This is because excellent talents are often heavily recruited and reused by their former bosses, which is rare in the mobile market. Senior talents prefer to switch jobs through headhunting companies or recommendations from friends, which can provide a buffer for salary negotiations. Among mobile talents (job fairs, newspapers, online and other media advertisements), even those with outstanding talents often frequently switch jobs due to poor interpersonal skills, high self-evaluation, self-centeredness, and difficulty in cooperating with others. A legitimate headhunting company has an extensive search network, which repeatedly selects, verifies resumes, or conducts personnel investigations on recommended talents. It has the characteristics of high efficiency, timely accuracy, and can avoid personnel errors.