What are the benefits of hiring headhunters? Why use headhunters

1、長(zhǎng)遠(yuǎn)來看，能大大降低招聘成本，很多企業(yè)老總沒有細(xì)算而已

1. In the long run, it can greatly reduce the recruitment cost. Many enterprise bosses just don't calculate carefully

對(duì)于年薪10萬的高等級(jí)的人才，獵頭的服務(wù)費(fèi)才3萬元左右。而企業(yè)如果用一個(gè)人力資源部職員，平均一年也需要3萬元左右。但他們能否在較短的時(shí)間內(nèi)找到企業(yè)所需要的高等級(jí)的人才呢？而人力資源部一年的辦公費(fèi)用和招聘費(fèi)用要在幾萬或幾十萬元以上，而招聘的人員也未必都能讓企業(yè)滿意。因此獵頭的費(fèi)用遠(yuǎn)遠(yuǎn)低于企業(yè)自身聘用專人的薪酬及招聘費(fèi)用，所以也就有許多公司將人力資源的招聘業(yè)務(wù)外包給獵頭。另一方面來說，一個(gè)高等級(jí)的人才，給企業(yè)帶來的收益要遠(yuǎn)遠(yuǎn)大于早期投入。

For high-level talents with an annual salary of 100000, the headhunter's service fee is only about 30000 yuan. If an enterprise uses a staff member of the human resources department, it also needs about 30000 yuan a year on average. But can they find the high-level talents needed by the enterprise in a short time? The annual office expenses and recruitment expenses of the human resources department are more than tens of thousands or hundreds of thousands of yuan, and the recruited personnel may not be satisfactory to the enterprise. Therefore, the cost of headhunting is far lower than the salary and recruitment cost of special personnel employed by the enterprise itself. Therefore, many international companies outsource the recruitment of human resources to headhunters. On the other hand, a high-level talent will bring much more benefits to the enterprise than the early investment.

2、時(shí)間較短，防止項(xiàng)目流產(chǎn)

2. Short time to prevent project abortion

現(xiàn)在的獵頭大多都要在2-3個(gè)月就完成訂單，而對(duì)于某些高等級(jí)的職位，企業(yè)自身卻用一兩年也找不到合適的人才。由此許多項(xiàng)目就因?yàn)殛P(guān)鍵人才的不能及時(shí)到位而遲遲不能運(yùn)作或流產(chǎn)，這種損失與獵頭的費(fèi)用相比到底孰重孰輕。

Most headhunters now complete orders in 2-3 months, but for some high-level positions, the enterprise itself can't find suitable talents in a year or two. As a result, many projects are delayed or aborted because key talents cannot be in place in time. Which is more important than the cost of headhunting.

3、人才質(zhì)量有所保障

3. The quality of talents is guaranteed

對(duì)于用人單位來說，人才市場(chǎng)（招聘會(huì)、應(yīng)征報(bào)刊廣告）上的人才多為流動(dòng)人才，極少高等級(jí)的、特殊人才。獵頭對(duì)一個(gè)人才的選拔要通過素質(zhì)考核、業(yè)績(jī)核定、專家鑒定、電腦測(cè)評(píng)等多種手段來進(jìn)行。更何況它又是在眾多獵手推薦的精英人才中挑選出為適合客戶要求的。

For employers, the talents in the talent market (job fairs, newspaper advertisements) are mostly mobile talents, and there are few high-level and special talents. Headhunters should select a talent by means of quality assessment, performance verification, expert identification, computer evaluation and so on. Moreover, it is selected from the elite talents recommended by many hunters to meet the requirements of customers.

4、人才背景比較清楚

4. The talent background is relatively clear

獵頭對(duì)候選人的背景要做非常的調(diào)查，甚至有些人才都是獵頭顧問跟蹤了一兩年以上，幾乎掌握了它的全部資料及發(fā)展動(dòng)向。

Headhunters have to do a lot of research on the background of candidates. Even some talents have been followed by headhunters for more than one or two years and have almost mastered all its information and development trends.

5、后備力量隨時(shí)提供

5. The reserve force is available at any time

獵頭除提供客戶所需要的人選外，還要繼續(xù)搜尋符合條件的人選，以備不時(shí)之需。

In addition to providing the candidates needed by customers, headhunters should continue to search for qualified candidates for emergencies.

6、留人方案

6. Retention scheme

獵頭希望推薦的每一位人才都能長(zhǎng)久的和客戶合作，因此他們會(huì)結(jié)合每一位人才的實(shí)際情況和企業(yè)的需求，為客戶做好留人和用人方案。

Headhunters hope that each recommended talent can cooperate with customers for a long time, so they will make retention and employment plans for customers in combination with the actual situation of each talent and the needs of the enterprise.

7、定向挖角與離職自退

7. Directional poaching and resignation

別的企業(yè)的人才你相中后，自己又不適合直接出面去聯(lián)系，可用獵頭出面去解決；對(duì)企業(yè)內(nèi)部的某個(gè)人自己不想繼續(xù)留用，而又不能直接面辭，何不請(qǐng)獵頭將其挖走。于己于人兩全其美。

After you meet the talents of other enterprises, you are not suitable to contact them directly. You can use headhunters to solve them; If you don't want to keep someone in the enterprise, but you can't speak directly, why don't you ask the headhunter to poach him. The best of both worlds.

8、人力資源顧問

8. HR Consultant

一個(gè)的獵頭顧問，必在人力資源管理方面有著豐富的工作經(jīng)驗(yàn)，及吸取眾家之長(zhǎng)而總結(jié)的用人理念精華，完全可以勝任你在人力資源方面的顧問。

A professional headhunting consultant must have rich experience in human resources management, and the essence of the employment philosophy summed up by all the members of the family. It is entirely competent for your consultant in human resources.

9、了解行業(yè)薪酬及發(fā)展動(dòng)態(tài)

9. Understand industry salary and development trends

當(dāng)你和獵頭成為合作伙伴后，你可以隨時(shí)向獵頭咨詢本行業(yè)的新酬趨勢(shì)及行業(yè)發(fā)展動(dòng)態(tài)。

When you become a partner with headhunters, you can consult headhunters about the new salary trend and industry development trends at any time.

10、人才保護(hù)

10. Talent protection

任何一家獵頭都有在一定時(shí)間（幾年）內(nèi)不許在客戶內(nèi)部挖人的承諾，因此你一旦成為獵頭的客戶，獵頭就不會(huì)在你企業(yè)內(nèi)部來挖人，從而使你的人才得到了保護(hù)。

Any professional headhunter has a commitment not to dig people inside customers for a certain period of time (several years). Therefore, once you become a headhunter customer, headhunters will not dig people inside your enterprise, so that your talents can be protected.

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