雇員制是傳統(tǒng)型獵頭公司是什么意思

What does an employee system mean for a traditional headhunting company

和普通公司一樣，在某寫字樓，招募一群精力充沛的獵手，四處出擊，尋找獵物，此種模式，比較平穩(wěn)，穩(wěn)扎穩(wěn)打，不會有什么突然的爆炸性的增長。

Just like a regular company, recruiting a group of energetic hunters in an office building, going out to search for prey, this model is relatively stable and steady, without any sudden explosive growth.

合伙人制獵頭公司是什么意思

What does a partnership based headhunting company mean

即是每個加入的員工，都在符合一定條件后，成為公司的合伙人，初級合伙人到中級合伙人，再到、合伙人，這些級別所對應(yīng)的權(quán)限是一樣的，每個人都視自己為老板，所不同的就是每年的利潤分配不一樣，越高等級的合伙人，所得越多。此種模式在國外運用的很多，很多世界前10強的獵頭都是此制度。

Each employee who joins becomes a partner of the company after meeting certain conditions. The permissions corresponding to these levels are the same, from junior partner to intermediate partner, and then to senior and top partner. Everyone considers themselves as the boss, but the difference is that the profit distribution varies every year. The higher the level of partner, the more they earn. This model is widely used abroad, and many of the top 10 headhunters in the world use this system.

soho制獵頭公司

Soho headhunting company

是近的一種模式，此種模式特點是：員工可以在家辦公，公司設(shè)有寫字間、會議室，有需要即到公司辦公。員工自由度很高，主要以提成制來約束員工，沒有社保、低薪高提成、管理輕松、不怕金融危機，隨時擴大，隨時縮小，自成一派。大部分兩三人的小獵頭公司均是此類型。

It is the latest model that features employees being able to work from home, and the company has offices and meeting rooms, allowing them to work at the company as needed. Employees have a high degree of freedom, mainly constrained by a commission system, without social security, low salaries and high commissions, easy management, and are not afraid of financial crises. They can expand or shrink at any time, forming their own faction. Most small headhunting companies with two or three people are of this type.

任何行業(yè)都有行業(yè)平均利潤，按照人選年薪的30%收費是行業(yè)共識，即便國內(nèi)行業(yè)競爭和成本的原因收費比例有所調(diào)整，也決不應(yīng)該低于20%這個經(jīng)營底線。否則獵頭公司無法取得合理利潤，就無法維持正常經(jīng)營。能夠低于20%進行收費的，一定是不規(guī)范的低端獵頭所為，他們不必考慮搭建、持續(xù)經(jīng)營和團隊建設(shè)，能做一票算一票。

Any industry has an industry average profit, and it is industry consensus to charge 30% of a candidate's annual salary. Even if the charging ratio is adjusted due to domestic industry competition and cost reasons, it should never be lower than the operating bottom line of 20%. Otherwise, headhunting companies cannot achieve reasonable profits and cannot maintain normal operations. Those who can charge less than 20% must be non-standard low-end headhunters who do not need to consider brand building, continuous operation, and team building. They can do one vote, one vote.

人才庫的積累規(guī)模一定不是評判獵頭公司服務(wù)能力的主要指標，獵頭公司的核心競爭能力在主動尋訪和挖掘的“獵”的能力。很多不理解獵頭本意的客戶會要求獵頭公司在確定正式合作意向之前向客戶提供簡歷信息，以此來判斷獵頭公司的能力。有一些同樣不理解獵頭本意的小獵頭或者面臨經(jīng)營壓力的獵頭公司就會迎合客戶不合理的期望，提前提供簡歷，甚根據(jù)客戶職位需求虛構(gòu)簡歷，與一些不良候選人配合，一起來蒙蔽客戶。確定正式合作意向之前向客戶提供簡歷信息的獵頭不是好獵頭。

The scale of talent pool accumulation is definitely not the main indicator for evaluating the service ability of headhunting companies. The core competitive ability of headhunting companies lies in their ability to actively search and explore. Many clients who do not understand the original intention of a headhunter may request that the headhunting company provide resume information to the client before confirming the formal cooperation intention, in order to assess the headhunting company's ability. Some small headhunters who do not understand the original intention of headhunters or headhunting companies facing business pressure will cater to customers' unreasonable expectations, provide resumes in advance, and even fabricate resumes based on customer job requirements, cooperate with some bad candidates, and deceive customers together. A headhunter who provides resume information to clients before confirming their formal cooperation intention is not a good headhunter.

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