In the eyes of many people, headhunting is to dig the corner, but don't underestimate it. To a certain extent, digging the corner is good for professionals. Moreover, enterprises are more likely to raise wages and improve the working environment, so as to prevent the remaining employees from being poached in the future. Some people will say, what if the poacher divulges the company's secrets

從人才獵頭服務行業上說這涉及到被挖走的員工的道德問題?通常，當人們考慮挖墻腳的道德問題時，他們考慮的是挖人的公司的舉動：對外部企業來說發現、征集和雇用并非正在尋找工作的員工的行為是否可以接受?在論文中，我們認為只要雇用的原因不涉及任何的陰謀，就是符合道德的。聯系有工作的人并 向他們提供更好的機會沒有什么不合適的。

From the perspective of the talent headhunting service industry, it involves the moral problems of the employees who have been poached. Usually, when people think about the moral problems of poaching, they think about the actions of the poaching company: is it acceptable for external enterprises to find, solicit and employ employees who are not looking for jobs? In this paper, we think that as long as the reasons for employment do not involve any factors It is in line with morality. There's nothing wrong with contacting people with jobs and offering them better opportunities.
                  

相反，被挖的員工的行為必須要進行是否道德的評判。如果員工為了更高的工資和更好的福利以及更好的機會而離開現在的公司也很少被認為是不道德。幾乎所有的雇員都是自愿收到雇用——美國的雇主要求他們簽署認知書明確他們可以選擇放棄或者因為任何原因而離開。除非雇主和雇員曾經共同做出忠誠的承諾，否則員工可以不帶有任何倫理擔憂的離職。如果是在一家小企業里，公司業主和員工對未來做出過堅定的承諾則是另外一種很罕見的例外情況。

On the contrary, the behavior of the employees must be judged morally. If employees leave the company for higher wages, better benefits and better opportunities, it is rarely considered immoral. Almost all employees are voluntarily hired - employers in the United States ask them to sign a letter of understanding that they can choose to give up or leave for any reason. Unless employers and employees have made a commitment of loyalty, employees can leave without any ethical concerns. If it is in a small business, the company owners and employees have made a firm commitment to the future is another rare exception.