獵頭推薦人才的神秘面紗有哪些？
提出人才建議書和簽約
Propose talent proposal and contract signing
企業提出了其崗位需要的人才標準，但并不一定是更準確的，獵頭顧問會根據自己的調查資料分析和經驗，提出一個自己理解的更適合該職位的人才建議書，大約描述出更適合該職位的人才輪廓：包括應是什么年齡、學歷、性格特點、有哪些工作經驗、哪方面成功 背景等方面。獲得企業認可后，便與企業約定一個人才搜索時間表，并報出獵才的價格，一般在該職位年薪２５％?３５％左右。這份人 才建議書在與企業磋商并得到認可后，雙方便正式簽訂獵才委托合同，同時收取一定數額的預付金（一般是總費用的３０％）。
The enterprise has put forward the talent standard required by its position, but it is not necessarily the most accurate. According to its own survey data analysis and professional experience, the headhunting consultant will put forward a talent proposal that is most suitable for the position, and roughly describe the talent outline most suitable for the position, including what age, education background, personality characteristics, work experience Which aspect, success background, etc. After being recognized by the enterprise, they will agree with the enterprise on a talent search schedule and report the price of hunting talents. Generally, the annual salary of the position is 25%? About 35%. After the talent proposal is negotiated and approved with the enterprise, both parties will formally sign the talent hunting entrustment contract and charge a certain amount of advance payment (generally 30% of the total cost).
制訂搜索名單
Develop a search list
接單后，項目小組便要制訂出更詳細的人才搜索方案，以更快的速度確定候選人才名單，這些名單一般從相關行業、相關職業、相似崗位中的人才中選出。先是篩選原有人才庫的人才資料，看是否有合適人選；如果沒有，則獵頭顧問通過在這個行業中的廣泛聯系而撒網 尋找，但據了解，一般獵頭公司７０％?８０％的真正推薦成功的人才是原人才庫中沒有的。
After receiving the order, the project team should formulate a more detailed talent search scheme to determine the list of candidate talents as soon as possible. These lists are generally selected from talents in relevant industries, related occupations and similar positions. First, select the talent information of the original talent pool to see if there are suitable candidates; If not, headhunting consultants cast a net through extensive contacts in this industry, but it is understood that 70% of general headhunting companies? 80% of the talents who really recommend success are not in the original talent pool.
搜索人才
Search for talents
接著便是與候選人進行電話聯系，探詢他們的跳槽意向，向他們展示這個新的機會各方面有吸引力的條件，問他們是否感興趣，如果不感興趣一般也不死纏爛打，而是委婉地請其留下一份資料充實公司的人才庫，再繼續尋找對這機會有興趣的人才。
Then we will make telephone contact with the candidates to inquire about their intention to change jobs, show them the attractive conditions in all aspects of this new opportunity, and ask them if they are interested. If they are not interested, they usually don't pester them. Instead, they politely ask them to leave a copy of information to enrich the company's talent pool, and then continue to look for talents interested in this opportunity.
但對于一些高層人士，初次接觸以電話聯系卻往往效果不佳，因為目前許多高層經理不太愿意在電話里對獵頭表示親近，深層原因是一些老板可能會冒充獵頭公司，試探他花費高薪請到的經理人是否忠誠。高級人才會面一般是通過業界有影響力的兼職顧問（兼職獵手） 或者朋友進行引薦，在保密而且優雅的環境中會面。業內人士還對人才特別提醒，接到獵頭電話后，更好先弄清對方身份后再與之表示親熱不遲，以免中了一些不仗義老板試探的招，槽沒跳成，留在原企業的日子也不好過。
However, for some high-level people, the effect of telephone contact for the first time is often poor, because at present, many high-level managers are reluctant to show closeness to headhunters on the phone. The deep reason is that some bosses may pretend to be headhunters to test whether the managers they pay high salaries are loyal. Senior talent meetings are generally introduced by influential part-time consultants (part-time hunters) or friends in the industry, and meet in a confidential and elegant environment. Industry insiders also remind talents that after receiving the headhunter's call, it's best to find out the identity of the other party first and then make love with it. It's not too late to avoid being tempted by some unscrupulous bosses. If the slot doesn't jump, it's not easy to stay in the original enterprise.
面試與說服
Interview and persuasion
聯絡到一批有意接觸的候選人才后，便是安排一個地點面談，見面時一般有個“小小要求”，就是帶齊簡歷、證書之類，以便見面時 可以衡量其斤兩幾何。正式面試前，一般先由專攻測評技術的顧問對他們進行各方面的綜合素質測評，然后由顧問再度面試，面試是為了發現人才真實的一面，篩選出較為合適的人選。對于可能合適的人選還要進行進一步的背景調查，比如從他現在所在圈子中調查，再 從他以前工作過的企業了解，看看這人在以往的職業生涯中的職業操守、業績表現、人際關系等等方面的狀況。當然在搜索人才和背景調查時都是在相當保密的前提下進行，以免給候選人帶來負面影響。
After contacting a group of candidates who are interested in contacting, it is to arrange an interview at a place. Generally, there is a "small requirement" when meeting, that is, bring all your resumes and certificates, so that you can measure their weight when meeting. Before the formal interview, the consultant specializing in evaluation technology generally evaluates their comprehensive quality in all aspects, and then the chief consultant interviews again. The interview is to find the real side of talents and select more suitable candidates. Further background checks are needed for possible candidates, such as the investigation from his current circle, and from his previous occupation of the enterprise, to see the occupation ethics, performance, interpersonal relationship and other aspects of his career in the past. Of course, the search for talents and background investigation are carried out under the premise of considerable confidentiality, so as not to have a negative impact on candidates.
當然，能入獵頭“法眼”的高級人才一般職位不低、待遇優厚，要“挖走”他們，其難度可想而知，面試之后其實更多是“說服”工 作，向人才分析他目前職位再做下去以后是怎樣的發展狀況，而到新職位又將帶來怎樣的發展前景，用薪酬和事業發展來吸引其流動。
Of course, senior talents who can enter the "magic eye" of headhunting generally have high positions and generous treatment. It is conceivable that it is difficult to "poach" them. In fact, after the interview, they are more "persuasive" to analyze the development status of their current position and the development prospects of their new position, Use salary and career development to attract their mobility.
客觀的人才“包裝”
Objective talent "packaging"
如有必要，對被選出的人才，獵頭還會進行一定程度的“包裝”，比如一些很有實力的人才，但在制作簡歷、面試時的言談舉止等方 面并不一定擅長，顧問便給予建議，幫助他們突出適合該崗位的競爭優勢。但這種包裝切忌摻入夸張和虛假成份。
If necessary, the headhunter will also "package" the selected talents to a certain extent, such as some powerful talents, but they are not necessarily good at making resumes and speaking and behaving during the interview. The consultant will give professional suggestions to help them highlight the competitive advantage suitable for the post. But this kind of packaging must not be mixed with exaggeration and falsehood.
向用人單位推薦人才
Recommend talents to employers
把篩選好的數名候選人才向用人單位推薦，讓用人單位高層再進行面試挑選，如果用人企業并不滿意，或者所薦人才對該企業并不滿意，獵頭則繼續進行搜索、面試、推薦，一直至找到客戶合適的人才為止。
Recommend several selected candidates to the employer and ask the senior management of the employer to conduct interview selection. If the employer is not satisfied or the recommended talents are not satisfied with the enterprise, the headhunter will continue to search, interview and recommend until suitable talents are found.
協助辦辭職、入職手續
Assist in resignation and entry procedures
當用人單位與人才雙方都滿意并確定聘用關系后，該人才便面臨如何順利辭去原職的問題，因為是高層，辭職十分敏感，稍有不慎都可能引起負面的風波，給原企業和自己帶來損失，獵頭顧問便可根據的經驗提供建議，怎樣皆大歡喜地全身而退。而人才履新也面臨 怎樣適應新環境、熟悉新崗位的問題，獵頭顧問因有前期調查摸底，也可提供有關建議。除此之外，獵頭還可協助其辦理相關手續。在人才就職時，一般將進行獵才費用的結算。
When both the employer and the talent are satisfied and the employment relationship is determined, the talent will face the problem of how to smoothly resign from his original position. Because he is a senior level, his resignation is very sensitive, and a slight carelessness may cause a negative storm and bring losses to the original enterprise and himself. The headhunting consultant can provide suggestions based on professional experience and how to leave with joy. In addition, talents are also faced with the problem of how to adapt to the new environment and get familiar with new posts. Headhunting consultants can also provide relevant suggestions due to preliminary investigation. In addition, headhunters can also assist them in handling relevant procedures. When talents take office, they will generally settle the hunting expenses.
The above is Jinan headhunting company http://www.qvnvn.cn Thank you for checking the information of our company in your busy schedule. If you want to know more, you are welcome to call for consultation!
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