For most people, headhunters think they are recruiters, but this is not the case. So, what does headhunting mean? What are the differences between headhunting companies and recruitment websites?

獵頭是什么意思

What does headhunter mean

“獵頭”(Headhunting)一詞屬舶來(lái)詞，原意為割取敵人的頭作為戰(zhàn)利品的人，現(xiàn)在多指物色人才的人。

Headhunting is an imported word, which originally meant to cut off the head of the enemy as a trophy. Now it mostly refers to people who look for talents.

《獵頭》也是1982年香港上映的一部電影名稱(chēng)。在潮汕話(huà)中，“獵頭”指光頭，實(shí)際應(yīng)為“蠟頭”。獵頭一詞來(lái)源于拉丁文，當(dāng)時(shí)部落作戰(zhàn)時(shí)把對(duì)方的頭顱砍下來(lái)，掛在腰間炫耀。

Headhunter is also the title of a film released in Hong Kong in 1982. In Chaoshan dialect, "headhunter" refers to bald head, which should be "wax head". The word "headhunter" comes from Latin. At that time, the tribe cut off the head of each other and hung it on the waist to show off.

如今在很多人的理解看來(lái)，獵頭是雇主公司的招聘方案提供者，回答雇主需要的人行業(yè)內(nèi)有沒(méi)有，在哪里，如何吸引他們來(lái)以及如何留住他們的問(wèn)題。是人才的朋友，可以給到職業(yè)生涯發(fā)展的建議，至少有別的候選人職業(yè)發(fā)現(xiàn)走彎路的教訓(xùn)。是人才和雇主之間良性溝通的橋梁!

Nowadays, many people understand that headhunters are the recruitment program providers of employers' companies. They answer the questions about whether, where, how to attract them and how to retain them in the industry. It's a talent's friend who can give advice on career development. At least other candidates find out the lesson of detour. It is a bridge between talents and employers!

獵頭公司和招聘網(wǎng)站的區(qū)別

The difference between headhunters and recruitment websites

盡管，他們做的都是關(guān)于招聘的事情，但各自所的側(cè)重不一樣。

Although they are all about recruitment, they have different emphases.

1、通過(guò)正規(guī)獵頭公司招聘人才，比通過(guò)一般招聘更快速。由于獵頭招聘是主動(dòng)出擊，迅速鎖定尋訪(fǎng)的范圍，與候選人建立聯(lián)系。并在封閉的渠道里與候選人一對(duì)一交流，可以有效地達(dá)到招聘目標(biāo)。

1. Recruitment through regular headhunters is faster than general recruitment. As the headhunter recruitment is to take the initiative, quickly lock the scope of the search and establish contact with the candidates. And in a closed channel, one-to-one communication with candidates can effectively achieve recruitment goals.

2、獵頭招聘比一般招聘更準(zhǔn)確。由于獵頭公司主要從客戶(hù)競(jìng)爭(zhēng)對(duì)手公司內(nèi)相同的職位上挖人，尋訪(fǎng)到的人才一般比較符合要求，因此試用期走人的現(xiàn)象比較少。而且，候選人在成功推薦并上班后，獵頭會(huì)提供一系列的服務(wù)，幫助候選人盡快適應(yīng)新公司的崗位，避免招聘失敗造成的風(fēng)險(xiǎn)。

2. Headhunter recruitment is more accurate than general recruitment. Because headhunters mainly dig people from the same positions in their customers' competitors' companies, the talents they find generally meet the requirements, so the phenomenon of leaving during the probation period is relatively small. Moreover, after the candidates are successfully recommended and go to work, the headhunter will provide a series of services to help the candidates adapt to the positions of the new company as soon as possible and avoid the risk of recruitment failure.

3、獵頭公司招聘的人選比一般招聘的人選要優(yōu)秀，可大大降低招聘風(fēng)險(xiǎn)。這是因?yàn)椋瑑?yōu)秀人才往往被原來(lái)的老板重金籠絡(luò)和重用，流動(dòng)市場(chǎng)上少見(jiàn)。高級(jí)人才跳槽喜歡通過(guò)獵頭公司或朋友推薦，可以獲得薪金談判的緩沖。流動(dòng)人才(招聘會(huì)、報(bào)刊、網(wǎng)絡(luò)及其他媒體廣告)中即使有才華出眾者，往往由于人際關(guān)系能力較差、自我評(píng)價(jià)過(guò)高、以自我為、難以與人合作等原因，頻繁跳槽。正規(guī)的獵頭公司有廣泛的尋訪(fǎng)網(wǎng)絡(luò)，對(duì)推薦人才進(jìn)行反復(fù)甄選、履歷驗(yàn)證或人事調(diào)查，具有效率高、及時(shí)準(zhǔn)確等特點(diǎn)同時(shí)可以避免用人失誤。

3. The candidates recruited by headhunters are better than the general ones, which can greatly reduce the recruitment risk. This is because excellent talents are often attracted and reused by the original boss, which is rare in the mobile market. Senior talents like to change jobs through the recommendation of headhunting companies or friends, and can get a buffer of salary negotiation. Even if there are outstanding talents in mobile talents (job fairs, newspapers, Internet and other media advertisements), they often change jobs frequently due to poor interpersonal skills, high self-evaluation, self-centered, difficult to cooperate with others and other reasons. Regular headhunting companies have a wide range of search networks, which can repeatedly select recommended talents, verify their resumes or conduct personnel surveys, with the characteristics of high efficiency, timely and accurate, and avoid mistakes in employment.