So, for newcomers to the "hunting ground", how to choose the most suitable Foshan headhunting company? Before discussing this issue, we should first find out the two recruitment modes of Foshan headhunting company and distinguish which kind of person you belong to, so as to help you choose Foshan headhunting company.

方式一:快速淘汰，快速招聘。

Method 1: rapid elimination and rapid recruitment.

這種發(fā)展模式已被大多數(shù)佛山獵頭公司和銷售行業(yè)所采用，這些行業(yè)采用低門檻、低底薪、低培訓(xùn)和高KPI。這種模式對(duì)于新人的淘汰率非常高，低底薪往往讓新人苦不堪言。但對(duì)于企業(yè)來說，一批精英人才天生淘汰率高，能活下來的自然是學(xué)習(xí)能力高、業(yè)務(wù)能力強(qiáng)、成功率高的人才。這些都是企業(yè)需要的。

This development model has been adopted by most Foshan headhunting companies and sales industries, which adopt low threshold, low base salary, low training and high KPI. This model has a very high elimination rate for newcomers, and the low base salary often makes newcomers miserable. However, for enterprises, a group of elite talents have a high natural elimination rate. Naturally, those who can survive are excellent talents with high learning ability, strong business ability and high success rate. These are what enterprises need.

方式二:注重培訓(xùn)和長期操作。

Mode 2: focus on training and long-term operation.

這種模式對(duì)新人比較友好，但對(duì)于人員流動(dòng)性較高的獵頭行業(yè)來說，容易造成“人是培養(yǎng)出來的，人也是離職自主創(chuàng)業(yè)”的尷尬局面。因此，為了保證人員的在崗率，這類佛山獵頭公司往往伴隨著競(jìng)業(yè)限制協(xié)議等嚴(yán)格標(biāo)準(zhǔn)。不利于想要?jiǎng)?chuàng)業(yè)的獵頭。但對(duì)于新人來說，可以提供可靠的獵頭知識(shí)儲(chǔ)備和業(yè)務(wù)能力提升。相比“快”模式1的壓力，這種模式下新人的壓力會(huì)小一些。為了迎合用戶的喜好，企業(yè)的調(diào)性和內(nèi)容的規(guī)模都不會(huì)考慮得太仔細(xì)。

This model is friendly to newcomers, but for the headhunting industry with high personnel mobility, it is easy to cause the embarrassing situation of "people are trained, and people also leave and start their own business". Therefore, in order to ensure the on-the-job rate of personnel, such Foshan headhunting companies are often accompanied by strict standards such as non competition agreements. It's not good for headhunters who want to start a business. But for newcomers, it can provide reliable headhunting knowledge reserve and business ability improvement. Compared with the pressure of "fast" mode 1, the pressure of newcomers in this mode will be less. In order to meet the preferences of users, the tonality of enterprises and the scale of content will not be considered too carefully.