To evaluate a headhunting company, we should not only look at its scale, years of establishment and whether it is "famous", otherwise we may make subjective and superficial mistakes. So, how to effectively choose a professional headhunting company? Based on years of experience, Basil. Com summarizes the following five confessions for your reference:
The first trick is to look at the competitive strategy of headhunting companies.
A professional headhunting company should devote itself to a long-term and sustainable career, not just to earn commissions, but to establish a strategic partnership with customers, not just to make a deal. He will never rob customers at a simple low price, let alone lower the service level in order to reduce costs. A professional headhunting company pursues the perfect result of "win-win-win-win-win", so it will never cheat customers or candidates. On the contrary, he will convey the truest and most comprehensive information to the other party as much as possible, and if necessary, he would rather give up a list than do anything that violates professional norms and service purposes. Therefore, competition strategy and service tenet are the touchstones to distinguish whether headhunting companies are professional or not.
The second trick is to look at the consulting level of headhunting companies.
The strength of a headhunting company does not depend on its history, financial resources or whether it is "famous", but on the level of its consultants. Professional and high-level headhunting consultants are the most fundamental guarantee for the successful operation of a headhunting company and the most fundamental motivation for employers to buy headhunting service. A professional headhunting company, his consultant should have the following basic qualities:
1, excellent personality
This is the basic quality necessary for any occupation, especially headhunting. Excellent character is the most basic premise of excellent service. Although people have different opinions on the understanding of "character", "honesty, trustworthiness, dedication and responsibility" should be the most basic standard to measure character.
2. Senior industry background
Have a profound and forward-looking understanding of the industry you are engaged in, so as to truly understand the needs of customers and have a common language with the talents you need, so as to effectively select talents for customers; At present, some so-called headhunting companies, regardless of the level and knowledge of their consultants, take orders first and then understand the industry, which is bound to be difficult to achieve the ideal service effect.
3. Rich social experience
Only when headhunting consultants have certain social experience can they have a correct insight into human nature and understand life. Whether a candidate is suitable for a company depends not only on his skills, but also on his personality and character, as well as his complex psychological demands. A headhunting consultant should be able to gain insight into life and accurately grasp people's needs, so as to correctly guide people's needs and achieve the perfect unity of candidates and customers' needs. He is not only good at searching for talents, but also good at discovering and identifying the potential value of talents, which requires a certain age and social experience, and requires an effort, which is not something that a newly graduated child can do.
4. Skilled communication skills
Headhunting consultants should be good at discovering and transmitting information and persuading customers and talents to reach a unified understanding so as to achieve perfect cooperation, which requires headhunting consultants to have high negotiation skills and communication skills.
5, profound cultural heritage
Headhunting consultants should be good at integrating and refining the information collected, discovered and accumulated, and put forward valuable opinions from it. This is the consulting report. A valuable report is not only novel in viewpoint and unique in perspective, but also clear in organization and rigorous in logic, giving people the beauty of thinking, which requires headhunting consultants to have a profound cultural background.
The third trick is to look at the consulting value of headhunting consultants.
A professional consulting company should not only bring valuable solutions to customers, but also follow customers blindly; It is necessary to establish a close relationship with customers and talents, but also to be independent of them, so as to provide its unique value. A professional headhunting consultant should be good at defining customer needs, truly understand customer needs, and persuade customers to change their needs (including abandoning them) when necessary. He will become a strategic partner of the client, analyze the job vacancies according to the strategy, jointly determine the qualifications, jointly determine the source distribution of candidates, and jointly determine the suitable candidates with the client. He won't simply obey your orders like an obedient servant. He is your strategist, not a soldier. He should find the talents that the enterprise really needs for you, not just the talents that you "like". If your headhunting consultant does not have the above abilities and qualities, he will only blindly "find someone" and provide his resume. Let's replace him. He can't bring you consulting value.
The fourth trick is to look at the search evaluation system of headhunters.
The operation of a professional headhunting company should include the following basic processes: customer interview, demand definition, interview selection, evaluation and recommendation, interview assistance, background investigation, employment and follow-up feedback. If any link is missing, its service quality may be greatly reduced. Especially in the demand definition, it has been proved that a considerable proportion of recruitment cases eventually fail, largely because the job definition is not clear.
Evaluation system is the key to finding candidates correctly. A powerful headhunting company should have a scientific and rigorous evaluation system, including the evaluation of customers, job requirements, the ability and quality of candidates, the use of candidates and the evaluation of application results ... For employers, the evaluation ability of headhunting companies may be particularly valued, but this is actually only the tip of the iceberg. The evaluation system of headhunting company runs through the whole process and is the embodiment of the consulting value of headhunting consultants. Of course, it is very important to evaluate a candidate's ability and personality. It is worth noting that the selection of candidates and evaluation tools should be targeted, and more attention should be paid to the professionalism of operators and the localization characteristics of evaluation tools. A headhunting company with the so-called "the most advanced evaluation tool in the world" may not be able to successfully recruit suitable candidates for you, because most of the current evaluation tools are developed on the basis of western psychology and the degree of localization is not high. If we can't adapt to the psychological characteristics of China people and the operation or evaluation is not professional enough, it will be difficult to achieve the expected results. "The weapon of criticism cannot replace the criticism of weapons", and the same is true of recruitment.
Fifth, look at the successful cases of headhunting companies.
Success is the mother of success. The successful case search of a headhunting company is an important embodiment of its strength and level. Many people may know this, but the problem is that there is a major misunderstanding on this point. When most employers choose headhunting companies, they often only look at which big companies headhunting companies have worked for, whether these customers are "famous", foreign companies or top 500 companies in the world.
Of course these are important. However, it is an ironclad fact that TOP500 has a long history, strong financial resources and strong brand, and has a strong talent attraction compared with small and medium-sized enterprises. It is relatively simple for headhunting companies to recruit talents for these clients. On the contrary, it is unfortunate that employers who do not have the above strategic advantages compete with these big companies for talents.
However, if a headhunting company can correctly understand the unique value and bright prospects of these "weak employers", help employers overcome the above weaknesses, provide outstanding talents suitable for enterprises, and help enterprises grow from small to large, from weak to strong, how proud it is, which is also the value embodiment of the strategic partner role and real strength of headhunting companies.
Therefore, when choosing a headhunting company, we should not only look at the level and reputation of customers, but also consider the comprehensive factors such as the position of customers in the industry, the level of recruitment positions, the scarcity of needed talents, the level of post treatment and so on. Evaluate the difficulty of recruitment comprehensively and scientifically, and what means and strategies headhunting companies take in this case to make customers develop their strengths and avoid their weaknesses, so as to successfully achieve satisfactory recruitment results. This is the true embodiment of the strength of headhunting companies.
I hope the answer of basil net can help you.