獵頭推薦的工作靠譜嗎？
#獵頭推薦的工作靠譜嗎？是真的匹配度高才推薦，還是批量推薦的呀？#一直是個火熱的話題，相信很多人都有這個疑問，尤其是對于不了解獵頭這個行業的人，今天就給大家講一下，獵頭到底靠不靠譜。
#Is the job recommended by the headhunter reliable? Is it really recommended with high matching degree, or recommended in batches? #It has always been a hot topic. I believe many people have this question. Especially for those who don't know about headhunting, let's tell you today whether headhunting is reliable or not.
01
01
獵頭在為誰服務？
Who is the headhunter working for?
首先，在回答這個問題之前我想告訴大家一件事，獵頭和企業hr不一樣的是，企業hr只需要搞定人才就可以了，而獵頭不僅要搞定人才，還要搞定企業。
First of all, before answering this question, I want to tell you one thing: headhunters are different from enterprise HR in that enterprise HR only needs to deal with talents, while headhunters need to deal with not only talents, but also enterprises.
一般公司的獵頭主要為企業服務，企業的需求是招人，而獵頭就是去給企業招人，從結果導向來看，其實也在為個人服務，只不過在對標企業時，是對個人的免費服務。
The headhunters of general companies are mainly for enterprises. The demand of enterprises is to recruit people. Headhunters are to recruit people for enterprises. From the perspective of result orientation, they are also serving individuals. Only when benchmarking enterprises, they are free services for individuals.
而國內主流的獵頭也只向企業收費，不向個人收費。
And the domestic mainstream headhunters only charge enterprises, not individuals.
（至于很多人的疑問，企業有hr為什么還要找獵頭招人，可以看下這篇文章→大公司明明有HR，為什么還要找獵頭？）
(as for many people's questions, why do enterprises need to find headhunters when they have HR? You can read this article → why do big companies need to find headhunters when they clearly have HR?)
當然，很多獵頭機構針對個人也有一些付費服務，類似面試輔導、簡歷優化，專屬獵頭服務等，具體看個人需求。
Of course, many headhunters also have some paid services for individuals, such as interview counseling, resume optimization, exclusive headhunting services, etc., depending on individual needs.
很多人常常是因為接到獵頭的電話之后才去思考這個問題，但同樣的，能夠接到獵頭的電話一定是已經具有一定工作時間年限+一定要求的學歷+一定的工作水平。
Many people often think about this problem after receiving the phone call from the headhunter, but similarly, the phone call from the headhunter must have a certain working time + a certain degree + a certain level of work.
換句話說：不是什么人都能接到獵頭的電話。
In other words: not everyone can get a call from the headhunter.
總結：獵頭是中介類咨詢機構，即為個人服務，也為企業服務。當你接到獵頭電話的那一刻，服務就已經開始了。
Summary: headhunters are intermediary consulting agencies, which serve both individuals and enterprises. When you get a call from the headhunter, the service is already started.
02
02
獵頭會為結果負責嗎？
Will the headhunter be responsible for the result?
是的，獵頭肯定要為結果負責，看看獵頭機構的收費模式你就知道了。
Yes, headhunters must be responsible for the results. Look at the charging mode of headhunters.
大部分獵頭與企業合作的收費模式主要有三種，一是按過程收費，二是按結果收費，三是打包收費。
There are three main charging modes for most headhunters to cooperate with enterprises. One is to charge according to the process, the other is to charge according to the result, and the third is to charge by packing.
1、按照過程收費
1. Charge by process
如果面向的招聘人群一般是集團CEO、CFO或非常的職位，相對時間周期不穩定甚至更長，所以很多的獵頭機構會以這類過程收費為主，當然，這里面也包含了一定的服務費和咨詢費。
If the recruitment target is generally Group CEO, CFO or very high-end positions, the relative time cycle is not stable or even longer, so many international headhunting agencies will mainly charge for this kind of process, of course, it also includes certain service fees and consulting fees.
2、按結果付費
2. Pay for results
結果導向付費是國內獵頭機構的主流模式，這種收費模式在和企業簽訂合約之后會收取一定的預付金，也是為了確保職位的真實性。
Result oriented payment is the mainstream mode of domestic headhunters. This mode will charge a certain amount of advance payment after signing a contract with the enterprise, which is also to ensure the authenticity of the position.
這類面向的人群以中人才為主，比如主管、經理、總監等級別，招到人才后，其余的費用會在人才招聘上崗之后一次性收取。
This kind of people are mainly middle and high-end talents, such as supervisor, manager, director and so on. After the talents are recruited, the remaining fees will be charged at one time after the recruitment.
3、按打包價格付費的RPO和招聘外包
3. RPO and recruitment outsourcing paid by package price
RPO有點小獵頭的味道，批量招聘為主，一般面向的都是中低端的人才。
RPO has the taste of a little headhunter. It mainly recruits in batches, and generally targets middle and low-end talents.
比如：客戶要批量招聘200個銷售精英，那么他們不按人選年薪收費，而是按照批量打包1個訂單來談，這個單子打包價200萬，那么折合下來每個人的費用在1萬元。
For example, if a customer wants to recruit 200 sales elites in batches, they don't charge according to the annual salary of the candidates, but according to the batch packaging of an order. The package price of this list is 2 million yuan, so the cost of each person is 10000 yuan.
以上三種方式是目前獵頭公司采用的更主要的收費方式，但也不乏還有其他的收費模式。
The above three methods are the most important charging methods adopted by headhunters, but there are also other charging modes.
綜上，獵頭想要拿到企業服務費，不僅僅要給企業找到合適的人選，又要給人選找到合適的企業，你甚至可以理解獵頭就像一個媒人，給雙方物色合適的對象。
To sum up, if the headhunter wants to get the enterprise service fee, he should not only find the right person for the enterprise, but also find the right enterprise for the person. You can even understand that the headhunter is like a matchmaker, looking for the right object for both sides.
所以，當你接到一個獵頭的電話時，初步可以判定你和企業有一定的匹配度，這個往往從你的工作經驗，你的工作能力，你所在的工作平臺去判定。
Therefore, when you receive a phone call from a headhunter, it can be preliminarily determined that you and the enterprise have a certain degree of matching, which is often determined from your work experience, your work ability and your work platform.
舉個例子，李女士（企業）想要找一個在上海，年薪30萬，身高1.7米以上，陽光帥氣會做菜的男士（市場人才畫像）作為相親對象，而媒人（獵頭）就需要根據這個畫像去找。找到之后再看性格，看臉，看三觀，看家庭……（進一步匹配）……
For example, Ms. Li (enterprise) wants to find a man (market talent portrait) in Shanghai with an annual salary of 300000 and a height of more than 1.7 meters, who can cook in a sunny and handsome way, as a dating object, and the matchmaker (Headhunter) needs to find it according to this portrait. After you find it, you can look at character, face, three views and family (further match)
想要拿到這筆服務費，必須要雙方都滿意。
To get the service fee, both parties must be satisfied.
總結：只有把雇員（候選人）成功推薦給雇主（客戶）才能完成業務，所以既為雇主服務也為雇員服務，所以，獵頭強結果導向型。
Conclusion: only the successful recommendation of employees (candidates) to employers (customers) can complete the business, so it serves both employers and employees. Therefore, headhunting is strong result oriented.
03
03
如何判斷獵頭是否靠譜？
How to judge whether the headhunter is reliable?
當你對獵頭有一定了解的時候，就需要去判斷一個獵頭，一家獵頭機構是否靠譜了。
When you have a certain understanding of headhunters, you need to judge whether a headhunter and a headhunting organization are reliable.
任何行業都有參差不齊的情況，像阿里、騰訊、華為這種大公司也不敢說全部都是人才吧，按100分來評定的話，相信也會出現參差不齊的情況。
All industries are uneven. Big companies like Alibaba, Tencent and Huawei dare not say that they are all talents. If they are judged by 100 points, they will also be uneven.
那如何去分辨哪些是優秀的，面試靠譜的呢？
Then how to distinguish the excellent and reliable interviewers?
一、先說如何判斷一個獵頭是否靠譜？
1、 How to judge whether a headhunter is reliable?
看一個獵頭是否靠譜，其實很簡單，他是否為你著想。
To see if a headhunter is reliable, in fact, it's very simple, whether he thinks about you.
前面和大家說過，雖然獵頭像企業收費，但是必須是雙方（招聘方和求職方）滿意，而且也是雙向服務。通過以下幾點可以看出來：
As I have said before, although headhunting enterprises charge fees, they must be satisfied by both parties (recruiters and job seekers) and provide two-way services. It can be seen from the following points:
1、獵頭是否有用心看過你的簡歷。
1. Did the headhunter read your resume carefully.
任何一個有能力的人，即會碰到的獵頭，也會碰到不的獵頭，的獵頭熟悉你的簡歷情況，所以推薦的崗位也是匹配度高，并且能夠提供對你發展有利的平臺。
Anyone who has the ability will encounter both professional headhunters and unprofessional headhunters. Professional headhunters are familiar with your resume, so the recommended positions are highly matched and can provide a platform for your development.
而不的獵頭只會完成通時去撥打你的電話，甚至推薦不太匹配的崗位，對你的簡歷更是一掃而過，沒有去仔細分析。
The unprofessional headhunters will only call you when they are ready to communicate, or even recommend the positions that are not very matched. They will scan your resume without careful analysis.
2、獵頭是否考慮到你所擅長的部分。
2. Does the headhunter take into account what you are good at.
有一種獵頭，為了完成面試邀約率，推薦的工作都是和本崗位匹配度不高的，比如推薦一個新媒體內容運營做社群運營，雖然同屬新媒體領域，但實則崗位細則大不相同。
There is a kind of headhunter, in order to complete the interview invitation rate, the recommended work is not highly matched with the position. For example, recommend a new media content operation as a community operation. Although both belong to the new media field, the actual job details are quite different.
你表示推辭時，對方還特真誠地邀請你去面試一下，和老板聊聊，興許忽然就想去了呢。這種就是完全不靠譜的表現，既浪費面試官的時間，也浪費求職者的時間。
When you say no, they sincerely invite you to have an interview and talk with the boss. Maybe they want to go all of a sudden. This kind of performance is totally unreliable. It wastes both the time of the interviewer and the time of the applicant.
3、獵頭是否對這個領域、職位熟悉。
3. Is the headhunter familiar with the field and position.
這個問題非常重要，比如在某領域的頭部公司有哪些嗎，招聘崗位的必須技能以及工作職責，以及部門設立的意義，還有匯報對象等等……
This question is very important, for example, what are the top companies in a certain field, the necessary skills and job responsibilities for recruitment, the significance of department establishment, and reporting objects, etc
這種問題一問就知道了，回答不過來的都是沒做功課的獵頭，不靠譜。
This kind of question is known as soon as you ask it. All the headhunters who can't answer it are those who don't do their homework. It's not reliable.
還有就是你過去負責過的項目、做過的事、你之前職位或者職級的含金量多少，如果能有一個差不多的判斷，說明這個獵頭是有經驗的。
What's more, what you've been responsible for in the past, what you've done, what's the gold content of your previous position or rank? If you can make a similar judgment, it means that the headhunter is experienced.
4、表達是否流利自信、思維是否敏捷、形象適合職業。
4. Whether the expression is fluent and confident, whether the thinking is agile, and whether the image is suitable for the occupation.
一般，一名職業的獵頭不僅普通話標準流利，而且反應也會很快，試問一個人話都說不清楚，還怎么去和企業溝通，和人選溝通。
Generally, a professional headhunter is not only fluent in Mandarin, but also quick to respond. If you can't speak clearly, how can you communicate with the company and the candidates.
所以，會溝通，這點對獵頭來說是必需而不是可選的技能。
So, being able to communicate is a necessary but not an optional skill for a headhunter.
可能會有人問，這點不是要求候選人的嗎？為什么在考察獵頭的時候也要考慮這條呢？
It may be asked, isn't this a requirement for candidates? Why should this be considered when investigating headhunters?
很簡單，這個是雙向的，獵頭在選你，你也可以選擇獵頭。
Very simple, this is two-way. Headhunters are choosing you. You can also choose headhunters.
還有關于形象，在線下一般見的企業，這個沒什么溝通的；但是線上一個語音（上面已經說了關于溝通的），另一個就是職業形象了，用的更多的就是微信，微信頭像和朋友圈職業形象展示的渠道。
There is also about image, which can be seen in offline enterprises. There is no communication between them. But there is a voice online (which has been mentioned above) and another one is professional image, which is the best channel to display wechat, wechat avatar and professional image of friends circle.
一般頭像是職業裝的會更加，因為你已經展示了你的樣子給到客戶的，真實，能夠增加信任感。
Generally, professional avatars will be more professional, because you have shown your appearance to customers, which is true and can increase trust.
記住一點，職業形象很重要。
Remember, professional image is important.
二、那我們再說如何去一家獵頭機構是否靠譜？
2、 Is it reliable for us to go to a headhunting agency?
這個可以看下昨天的那篇內容：一個資深獵頭的忠告：面試時，如何快速判斷一家公司是否靠譜？
This can be seen in yesterday's article: advice from a senior headhunter: how to quickly judge whether a company is reliable in an interview?
1、看公司的知名度和規模。
1. Look at the popularity and scale of the company.
這個很簡單，網上搜一搜就知道了，先看規模，全國是否有分支，總部在哪里嗎，有多少人，全體員工多少人。
It's very simple. You can search online and find out. First, look at the scale, whether there are branches in the country, where the headquarters is, how many people there are, and how many employees there are.
再看名聲，網上對一家公司的評論不能全信，尤其離職的，大部分離職的都是對公司不滿才離開，要么因為工資，要么因為做的不開心。
In terms of reputation, online comments on a company can't be completely believed, especially for those who leave, most of them leave because they are dissatisfied with the company, either because of their salary or because of their unhappy work.
但凡一家公司幾百甚至上千人的獵頭機構在運做，相信還是有一定認可度的。
We believe that there is a certain degree of recognition for headhunting organizations with hundreds or even thousands of people in a company.
附上查公司信息的網站：
Attach the website for company information:
·工商局企業信用信息公示系統：http://gsxt.saic.gov.cn
·Enterprise credit information publicity system of Administration for Industry and Commerce: http://gsxt.saic.gov.cn
·啟信寶：http://www.qixin.com
·Qixinbao: http://www.qixin.com
·看準網：http://www.kanzhun.com
·See the website: http://www.kanzhun.com
2、看合作客戶。
2. Look at cooperative customers.
很多公司的官網都有介紹，合作的企業，一般這個不敢亂寫的。
There are introductions and cooperative enterprises on the official websites of many companies. Generally, they dare not scribble.
能拿到好公司的職位的獵頭公司往往是比較優質的。因為優質客戶在選擇獵頭公司之前也會根據多個指標做出甄別。更終選擇與更靠譜更優秀的獵頭公司合作。
Headhunters who can get good positions are usually of high quality. Because high-quality customers will also make screening according to multiple indicators before choosing a headhunting company. Finally, we choose to cooperate with more reliable and excellent headhunters.
3、看獵頭公司的培訓體系。
3. Look at the training system of headhunters.
這直接關系著一家獵頭公司的員工的水準，以及這家公司可以走多遠。國內的獵頭公司非常多，但是擁有完整的培訓體系的公司并不多。
This is directly related to the level of employees in a headhunting company and how far the company can go. There are many headhunting companies in China, but few have a complete training system.
4、看這家獵頭公司的經營時間以及有沒有業務骨干。
4. Look at the operation time of this headhunting company and see if there are any business backbones.
一家公司能做8年10年，說明業務體系還是比較成熟了，其次，如果一家獵頭公司有非常牛的獵頭做業務骨干，說明這家公司也是很厲害的，那服務上也應該是靠譜的了，畢竟公司不會拿自己名聲開玩笑。
A company can do it for 8 years and 10 years, which means that the business system is relatively mature. Secondly, if a headhunter company has a very good headhunter as the business backbone, it means that the company is also very powerful, and the service should be reliable. After all, the company will not joke about its reputation.
綜上，相信你對獵頭也有一定的了解了，并且也能夠去判斷一個獵頭是否靠譜，希望對你有幫助。
To sum up, I believe you have a certain understanding of headhunters, and can also judge whether a headhunter is reliable, hoping to help you.
This article is dedicated by Jinan headhunting company. For more information, please click: http://www.qvnvn.cn We will answer your questions in detail. Welcome to log in and leave a message。
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