1.前期了解

1. Preliminary understanding

　　前期溝通主要是和企業(yè)溝通。獵頭需要了解客戶企業(yè)的招聘需求，判斷客戶要求的崗位是否需要獵頭招聘操作，然后向客戶介紹獵頭公司的基本服務(wù)、收費(fèi)標(biāo)準(zhǔn)、服務(wù)流程，達(dá)成初步的獵頭招聘合同。然后，與企業(yè)進(jìn)行充分的接觸和溝通，了解企業(yè)的詳細(xì)情況，明確了解企業(yè)招聘崗位的薪酬待遇、崗位職責(zé)、素質(zhì)技能要求和職業(yè)發(fā)展前景，確定招聘的關(guān)鍵要素和可選要素。根據(jù)這些信息，獵頭會(huì)開始建立前期的人才模型、資源調(diào)查、工作難度評(píng)估以及整個(gè)獵頭項(xiàng)目的可行性。確定與企業(yè)就費(fèi)用問題和條件都達(dá)成一致，即可正式簽訂獵頭招聘合同。

The initial communication mainly involves communicating with the enterprise. Headhunters need to understand the recruitment needs of the client company, determine whether the position requested by the client requires headhunting recruitment operations, and then introduce the basic services, fee standards, and service processes of the headhunting company to the client, in order to reach a preliminary headhunting recruitment contract. Then, have sufficient contact and communication with the enterprise, understand the detailed situation of the enterprise, clearly understand the salary and benefits, job responsibilities, quality and skill requirements, and career development prospects of the recruitment positions, and determine the key and optional elements of recruitment. Based on this information, headhunters will begin to establish preliminary talent models, resource surveys, job difficulty assessments, and the feasibility of the entire headhunting project. Once the cost and conditions are agreed upon with the company, the headhunting recruitment contract can be officially signed.

　　2.中期篩選

2. Mid term screening

　　在與企業(yè)分析崗位、了解需求、簽訂獵頭招聘合同后，獵頭就會(huì)開始實(shí)施招聘了。招聘人才的渠道主要有兩個(gè)，一個(gè)是獵頭公司自身的人才資源庫，二個(gè)是通過自身龐大的獵頭團(tuán)隊(duì)和合作伙伴，從相關(guān)行業(yè)進(jìn)行搜索。對(duì)于一些重大的委托項(xiàng)目，做本行業(yè)的調(diào)研報(bào)告。尋找目標(biāo)候選人，我們會(huì)先確定一個(gè)范圍，將有可能的和企業(yè)匹配度較高的目標(biāo)候選人納入我們的搜索列表。在確定候選人目標(biāo)后，獵頭顧問會(huì)再次對(duì)候選人進(jìn)行篩選，包括對(duì)目標(biāo)候選人進(jìn)行背景調(diào)查，以確定其資質(zhì)的大致可靠性，并與他們進(jìn)行溝通，了解候選人的狀態(tài)和跳槽意向。不合適的人選很快被淘汰，根據(jù)委托崗位的不同，一般會(huì)留下5-10個(gè)左右的人選，將進(jìn)行的面試。

After analyzing the position, understanding the needs, and signing a headhunting recruitment contract with the company, the headhunter will begin to implement recruitment. There are two main channels for recruiting talents: one is the talent pool of the headhunting company itself, and the other is to search related industries through its large headhunting team and partners. For some major commissioned projects, conduct research reports on the industry. To search for target candidates, we will first determine a range and include the most likely target candidates with a high degree of matching with the company in our search list. After determining the candidate's target, the headhunting consultant will screen the candidate again, including conducting background checks on the target candidate to determine the approximate reliability of their qualifications, and communicating with them to understand the candidate's status and job hopping intentions. Unsuitable candidates are quickly eliminated, and around 5-10 candidates are usually left for the final interview depending on the position being entrusted.

　　3.后期協(xié)助

3. Post assistance

　　當(dāng)獵頭顧問確定一些合適的候選人時(shí)，他們會(huì)將候選人的信息和評(píng)估報(bào)告提供給客戶，咨詢他們的意見，并安排候選人與客戶的會(huì)面。對(duì)于職位，客戶、候選人、獵頭都會(huì)異常謹(jǐn)慎。獵頭公司與客戶和候選人會(huì)進(jìn)行少兩次甚十幾次面試和測試；在此期間，獵頭顧問要時(shí)刻與雙方保持溝通，不斷協(xié)調(diào)雙方的立場，努力使雙方達(dá)成一致。如果候選人和客戶達(dá)成共識(shí)，雙方簽訂合同，獵頭顧問的獵聘工作就完成了。當(dāng)然，獵頭顧問還需要給客戶提供三個(gè)月的人才保障期；在候選人上崗后對(duì)其進(jìn)行一段時(shí)間的跟蹤，了解其在新崗位上的工作情況，以便及時(shí)了解候選人的情況，及時(shí)雙方的誤解。以上就是一套完整的獵頭公司操作流程，可供各企業(yè)與候選人參考。雖說每個(gè)獵頭公司都有自己的一套服務(wù)流程，但都是大同小異。希望這篇文章能幫到在看的各位！

When headhunting consultants identify suitable candidates, they will provide their information and evaluation reports to clients, consult their opinions, and arrange meetings between candidates and clients. For senior positions, clients, candidates, and headhunters are all exceptionally cautious. Headhunting companies will conduct at least two or even a dozen interviews and tests with clients and candidates; During this period, headhunting consultants need to maintain constant communication with both parties, constantly coordinate their positions, and strive to reach an agreement between the two parties. If the candidate and the client reach a consensus and both parties sign a contract, the headhunting consultant's recruitment work is completed. Of course, headhunting consultants also need to provide clients with a three-month talent guarantee period; Track the candidate for a period of time after they take up their position, understand their work situation in the new position, in order to timely understand the candidate's situation and eliminate misunderstandings between both parties. The above is a complete set of operating procedures for headhunting companies, which can be used as a reference for various enterprises and candidates. Although each headhunting company has its own set of service processes, they are all similar. Finally, I hope this article can be helpful to everyone who is reading!

以上是關(guān)于 山東獵頭公司 的介紹，若想了解相關(guān)知識(shí)可請(qǐng)點(diǎn)擊：http://merkfinz.com 我們將會(huì)全心全意為您提供滿分服務(wù)，歡迎您的來電！

The above is an introduction to Shandong headhunting companies. If you want to learn more about related knowledge, please click: http://merkfinz.com We will wholeheartedly provide you with full score service. Welcome to call us!