一般有一定規(guī)模的企業(yè)都有自己的HR，尤其是負(fù)責(zé)招聘工作的HR，那為什么還需要獵頭呢?換句話說(shuō)，跟企業(yè)自己招聘相比，獵頭有哪些優(yōu)勢(shì)呢?作為一個(gè)做了十幾年招聘、跟上千獵頭打過(guò)交道的老HR，總結(jié)如下:

Generally, companies with a certain scale have their own HR, especially the HR responsible for recruitment. So why do we still need recruiters? In other words, what are the advantages of recruiters compared to companies recruiting themselves? As an old HR who has been recruiting for more than ten years and has worked with thousands of recruiters, I summarize as follows:

1、對(duì)于中高端職位來(lái)說(shuō)，獵頭有更多優(yōu)質(zhì)的候選人資源，也更容易獲取候選人的信任，甚至很多高端的候選人都有自己“御用”的獵頭顧問(wèn)，在轉(zhuǎn)換工作的時(shí)候，基本上只通過(guò)這些獵頭顧問(wèn)尋找合適的機(jī)會(huì)，可見(jiàn)獵頭往往掌握著人才市場(chǎng)的稀缺資源，這是絕大部分企業(yè)都不具備的;

1. For middle and high-end positions, recruiters have more high-quality candidate resources, and it is easier to gain the trust of candidates. Even many high-end candidates have their own "royal" recruiters. When switching jobs, they basically only look for suitable opportunities through these recruiters. It can be seen that recruiters often have the scarce resources of the talent market, which is not possessed by most enterprises.

2、獵頭長(zhǎng)期關(guān)注人才市場(chǎng)，跟大量的企業(yè)和候選人接觸，對(duì)人才市場(chǎng)的行情遠(yuǎn)比企業(yè)內(nèi)部人員更加熟悉和了解，通過(guò)獵頭招聘，往往效率更高，更加精準(zhǔn)，雖然獵頭費(fèi)價(jià)格不菲，但是相比起優(yōu)質(zhì)人才能夠給企業(yè)帶來(lái)的巨大收益而言，獵頭的性價(jià)比還是很高的，而且招聘的時(shí)效性好;

2. Headhunters pay long-term attention to the talent market and have contact with a large number of enterprises and candidates. They are much more familiar and knowledgeable about the talent market than internal personnel. Hiring through headhunters is often more efficient and precise. Although the headhunting fee is expensive, the cost-effectiveness of headhunters is high compared to the huge benefits that high-quality talents can bring to enterprises, and the recruitment is timely.

3、相比企業(yè)內(nèi)部人員，獵頭作為人才中介，立場(chǎng)相對(duì)更加客觀，一方面更容易取得候選人的信任，可以幫助企業(yè)更好的對(duì)候選人進(jìn)行游說(shuō)，增加候選人對(duì)企業(yè)的了解和好感，從而提升入職的概率;另一方面，獵頭也會(huì)對(duì)候選人進(jìn)行全方位的了解和考察，推薦的人才質(zhì)量比較可靠，人員穩(wěn)定性較高;

3. Compared with internal personnel, the headhunter, as a talent intermediary, has a relatively objective position. On the one hand, it is easier to gain the trust of the candidate, which can help the enterprise to better lobby the candidate, increase the candidate's understanding and good feelings towards the enterprise, thereby improving the probability of joining the enterprise; on the other hand, the headhunter will also comprehensively understand and examine the candidate, and the quality of the recommended talent is relatively reliable, and the stability of personnel is relatively high;

4、獵頭可以幫助企業(yè)定向挖角，有些競(jìng)對(duì)之間的挖人，企業(yè)HR其實(shí)是不方便親自出面的，這時(shí)用獵頭效果往往更好，也可以避免很多麻煩;

4. Headhunters can help companies to target poaching, some poaching between competitors, the company HR is not convenient to personally appear, at this time the use of headhunters is often better, can also avoid a lot of trouble;

5、好的獵頭不僅能夠幫助企業(yè)招聘，還能夠?yàn)槠髽I(yè)提供咨詢、背調(diào)等增值服務(wù)，成為企業(yè)的外腦，這些都是公司自己招聘很難具備的。

5. Good headhunters can not only help companies recruit, but also provide consulting and background investigation and other value-added services, becoming the external brain of the company, which are difficult for companies to have on their own.

有了上面的小總結(jié)，希望對(duì)廣大客戶有所幫助，如果有什么不理解的或者尋求幫助的請(qǐng)點(diǎn)擊我們的網(wǎng)站：http://tpv5.com    或者來(lái)電咨詢，我們會(huì)盡全力為您解決!