很多初次尋找獵頭公司合作的HR都會比較迷茫，率先想到的是獵頭公司的知名度，這個想法本身很好，但獵頭公司的知名度不是重要的考核標(biāo)準(zhǔn)，在我看來，考評獵頭公司是否合適自己，應(yīng)先從以下角度入手：

Many HR who are looking for a headhunting company for cooperation for the first time are confused. The first thing they think about is the popularity of the headhunting company. This idea itself is very good, but the popularity of the headhunting company is not an important assessment standard. In my opinion, the following perspectives should be used to assess whether the headhunting company is suitable for them:

HR要鑒別出該獵頭公司擅長的行業(yè)跟本公司所屬行業(yè)的匹配度，判斷獵頭公司的人才資源庫是否龐大；匹配的行業(yè)獵頭可以為合作縮短時間，甚至給出建設(shè)性的意見。具體如何判斷匹配度會在后面判斷獵頭顧問中做詳細(xì)解釋。

HR should identify the matching degree between the industry the headhunter is good at and the industry the company belongs to, and judge whether the headhunter has a large talent pool; Matching industry headhunters can shorten the time for cooperation and even give constructive opinions. How to judge the matching degree will be explained in detail later in the judgment of headhunting consultants.

市場上的獵頭公司良莠不齊，從1個人到幾百人幾千人的獵頭公司都有，員工數(shù)量主要用來判斷公司的承載能力，面對突發(fā)狀況的兼容力；有一定規(guī)模的獵頭公司會是我們合作的良好保障，總不至于合同進(jìn)行到一半，合作伙伴因各種原因解散了。

There are various headhunters in the market, ranging from one person to hundreds or thousands of people. The number of employees is mainly used to judge the carrying capacity of the company and its compatibility in the face of emergencies; A headhunting company with a certain scale will be a good guarantee for our cooperation. It will not be half way through the contract and the partner will be dissolved for various reasons.

要注意是運營時間不是成立時間。有些公司可能注冊了，一直是空掛狀態(tài)，這樣并沒有任何經(jīng)驗的積累。判斷獵頭公司的成熟度，這個成熟度主要體現(xiàn)在當(dāng)項目遇到瓶頸時他們的應(yīng)變處理能力、抗壓協(xié)調(diào)能力如何。

It should be noted that the operation time is not the establishment time. Some companies may have been registered and have been in an empty status, so there is no accumulated experience. Judge the maturity of the headhunting company, which is mainly reflected in their ability to cope with changes and cope with pressure when the project encounters bottlenecks.

評定以上三點后，HR可以判斷出這家獵頭公司本身是否可以合作。但核心的還要看與你對接的獵頭顧問，因為在后面的整個項目運作過程中，都是由獵頭顧問來負(fù)責(zé)，那么選擇一個什么樣的獵頭顧問呢？

After assessing the above three points, HR can judge whether the headhunting company itself can cooperate. But the core depends on the headhunting consultant that connects with you, because the headhunting consultant is responsible for the whole project operation. What kind of headhunting consultant should be selected?

度，不僅僅是體現(xiàn)在顧問對HR所屬公司行業(yè)的度，包括對獵頭行業(yè)的認(rèn)知度。通過次溝通就能判斷，比如：

Professionalism is not only reflected in the consultant's professionalism in the industry of the company to which HR belongs, but also in the professional awareness of the headhunting industry. It can be judged through the first communication, such as:

當(dāng)你提出自己公司的產(chǎn)品時，濟(jì)南獵頭公司的獵頭是否能夠快速地知道你的競品公司有哪些、公司的上中下游方、產(chǎn)品的營銷渠道、目前此類產(chǎn)品的市場行情等。當(dāng)然，也有可能產(chǎn)品本身就是比較尖端的，顧問之前接觸不多，但可以通過評估報告來判斷。

When you put forward your own company's products, whether the headhunters of Jinan headhunting company can quickly know your competitors, the company's upstream, downstream, product marketing channels, the current market conditions of such products, etc. Of course, it is also possible that the product itself is cutting-edge and the consultant has not had much contact before, but it can be judged by the evaluation report.

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