Headhunters who can earn a lot of money are often picky headhunters. They often don't do this or that, which often makes many HR feel embarrassed. It is precisely because of this kind of people's "selectivity" that their turnover rate is very high and their return rate is also very high!

After a long period of research, I found a high-performance secret that has been neglected in the headhunting industry: menu!

A very good headhunting consultant could have done more than 2 million a year, and suddenly one year TA only did more than 500,000. A very good small headhunting company, with an annual performance of more than 5 million, but when the number of posts increased and the total number of consultants increased, the annual performance seriously fell to more than 3 million! Why on earth is this?

Earlier, we talked about four variables in the operation of headhunting companies: customers, positions, consultants and candidates. Are these four variables out of order, leading to changes in performance? We carefully analyzed the case samples and found some amazing facts. In order to express more clearly, we divide our business into offline and online.

Offline part:

1) Customer change: As KA customers change every year, the number of positions will change greatly, especially if BD fails to follow up in time. In addition, even if there is timely replenishment, because it is the first cooperation, the intermediate adaptation period and running-in period will be longer, and the survival rate of new customers is not guaranteed.

2) Changes in operating positions: Due to changes in customers, operating positions will change, positions facing candidates will change greatly, and the adaptability of fresh candidates to new customer positions will also change.

3) 3) Changes of BD consultants: consultants are not relaxed in terms of menus. It is not easy for a single consultant to get a list, let alone choose two from the list of 10.

There are no statistics on the performance changes caused by changing consultants. So this is the management difficulty of offline headhunting companies.

Online headhunting companies are much better:

1) They don't need a BD consultant. This alone has increased the recruitment volume and scale of headhunting companies by 2-3 times.

2) They don't have the problem of changing customers. Because customer maintenance is allocated according to needs: headhunting companies can spend time and energy in maintaining customer relationships; If you are busy, you can make a living by hunting online.

3) they have enough positions to operate, and there is no problem with what they do and eat.

However, it is precisely because of this problem that there is a reaction: too many lists, too picky! On the contrary, the performance has declined!

This is also human nature. When I was hungry for a long time, I suddenly had many choices. I must choose a position with high position, high salary and high commission. Often at this time, headhunting companies or consultants themselves ignore one of the most important elements: their own positioning!

"I am currently a consultant, what position is suitable for?" Is every headhunting consultant well aware of his ability to do what level of position? Do you know what level of position you are going to take, and you will certainly be able to choose a list that suits you?

Next, we will reveal the "twelve dimensions" of the menu!

Before, let's understand a truth: why choose a menu? Everything is carefully selected, in order to complete the position quickly and effectively, get a reward! Menu, in the whole process management, is to select the materials to enter the process. If the materials entering the process are suitable and the process operation method is suitable, the result will certainly not be bad. This is the formula of input-process-output

Next, let's explain this "twelve dimensions" in detail!

Dimension 1: industry function

We have made it clear that headhunters can't know everything, because human beings can't know everything, which runs counter to the trend of socialized division of labor. A respected and trusted headhunter must be very familiar with a certain industry and proficient in a certain function. At present, there are no books, websites and media to explain what it means to be proficient in an industry and a function.

Let me make it clear to you: a headhunter who is familiar with the industry and functions will clearly know where the enterprises in the industry are, in which cities they have branches, what roads, buildings and floors these enterprises are in, and what the front desk looks like if they are local, and their employees will generally know where to eat at noon. Proficiency in a certain function: what are the characteristics of people with this function, what positions they come from, what companies and positions they come from in other industries, what types of schools they come from, what social activities they usually participate in, and what connections they have with external institutions; How much their annual salary increases, and whether different enterprises have different salary structures; Who among them is the boss in the industry, who is the boss in the industry, who has made important contributions in the industry and who has made any mistakes; What is their family situation, what kind of work their lover is engaged in, how old their children are, and so on.

Knowing these details, do you know to what extent you should become an expert in industry functions? Have you always recommended your candidate to others? Please note that it is uninterrupted, not accidental, and rare.

So, how to choose industries and functions? According to the different sources of headhunting, the selection methods are different.

For example, there is a fast-moving industry HR, started to do headhunting business. She thinks she is familiar with FMCG and has some candidate resources. As a result, after working in FMCG for 1 year, she found that the industry was too big for her to be familiar with. Fortunately, she is very resilient, otherwise she would hate the headhunting industry and go back to HR.

From then on, the former HR headhunter really realized the hardships and greatness of headhunting! She chose an engineer position in the Internet industry. The reason is that she graduated as an engineer, is interested in the Internet, and has a good affinity for communicating with engineers. Although she has never had the resources and experience in this field, due to the large number of positions in this field and the drive of interest, her performance in the next nine months exceeded 320,000, even completing positions that other headhunters could not complete. Give full play to people's talents, which is the power to choose the right industry and function!

As a newcomer, how to choose industries and functions? Interest+resources = selected industries and functions. Please remember this formula. If you are not interested, then try every industry, do all kinds of functions, and tap your own interests (this is easy to see on the platform. All positions on the platform are classified by industry and function).

Dimension 2: Region

Region is a very interesting dimension, because we don't know whether this region is divided according to the northern and southern hemispheres or the eastern and western hemispheres before hunting online operation; According to Asia, America and Europe, or according to the Asia-Pacific region and the Pacific Rim; According to European and American countries and Asian countries, or according to China and Chinese mainland, including Hongkong and Taiwan Province Province; According to coastal and inland areas, or according to provinces; Still according to the first, second and third tier cities.

Are you dizzy? Please understand, because all divisions are based on the geographical level of headhunting companies. International headhunting companies will definitely be divided according to the eastern and western hemispheres and countries.

In domestic headhunting, there are two common situations:

Headhunters in big cities are divided according to the size of the city, such as Beijing, Shanghai, Guangdong and other cities.

Headhunters in other cities are divided into provinces, such as Hubei, Fujian, Zhejiang, Sichuan, Yunnan, Heilongjiang and so on.

So, if you choose the menu according to the region, it depends on your city. If it is a big city, then choose according to the north and south; If it is a small and medium-sized city, choose according to the province. Actually, let's take a closer look. Among them, it still involves the question of how much resources.

Of course, there are also some headhunting consultants who will choose the region according to their own objective factors, such as: Guangzhou people are more willing to make a list of Guangzhou when they come to Hubei; For another example, an entrepreneur in Anhui opened a headhunting company in Shanghai and then returned to Anhui to open a branch. Shanghai consultants will choose to work in Anhui; Hong Kong headhunting consultants will choose to work in Hong Kong enterprises, no matter which city they are in.

So, what are the benefits of choosing a region to make a single order? To put it simply, it is easier for candidate consultants in the same city to interview in person, which greatly improves the efficiency of the process.

Of course, the choice of region is also related to other dimensions, such as the location of resume library resources (the location in the resume library indicates the location of the city; If necessary, the resume can only show local positions according to the location of the consultant.

Dimension 3: Level

There are different opinions about the dimension of hierarchy. Some consultants believe that it is not in accordance with the level, as long as it is the same function, regardless of big orders and small orders; Some consultants think that I want to choose a level, and I will quit below the manager level.

In fact, this level of choice is necessary, especially for inexperienced consultants, especially headhunting consultants who have been less than 5 years! Choosing a list suitable for your own level can make the consultant control the candidates, customers and the whole process more closely! As a consultant, don't try to swallow an elephant like a snake, or you will be exhausted by your own bones and muscles. Simply put, you can clearly carry your own weight.

However, if a senior consultant has rich experience in low-level and high-level positions, this problem will be much smaller. But for a combined team, there are both senior consultants and young consultants, which should be matched and selected. The high position has a long period and high returns, but it also has risks; The low-level warehouse has short cycle and strong controllability, but the return is relatively small. In the words of the investment community, it is called portfolio management and post-investment management: choosing a certain number of positions, high or low, and investing time reasonably is the right way (this is not very harsh in the resume at present, after all, there are consultants of various levels on the platform).

Dimension 4: JD/JR

This is a very important dimension. The clarity of JD/JR given by the customer, or the clarity we can investigate, directly expresses the seriousness of the customer's recruitment work, and whether we invest and how much time we invest.

Does a JD/JR meet the recruitment needs of enterprises in the current situation or a few years ago? Is there a JR (job requirement) for the position? Is the JD/JR information given by the enterprise complete in the past? Is this information enough for headhunting consultants to model the recruitment criteria of candidates? Whether there are some special regulations and so on.

If the JD/JR of a position is rough and simple, and the enterprise is unwilling to describe it clearly, in this case, apart from the fact that HR is very busy and has no time, there is also a problem with the urgency of the recruitment demand, so it is not necessary to spend too much time (for the position in the resume, PA will help HR and headhunters complete JD/JR, so that the enterprise can give more information to reduce the cost waste caused by repeated "round-trip communication" by headhunters due to insufficient information).