The position of the company's operation director has been recruited for half a year, "online recruitment also spent enough money, but also rejected job fairs, many resumes, right people, but there is not a particularly satisfied candidate, how to find a person for headhunters who can't find a month.". This is the standard for many companies to recruit. Due to the nature of the work, HR is engaged in a series of routine recruitment activities. However, most of the floating talents appear in the talent market, and the common channels for enterprises to recruit executives are not enough.

　　很多人不知道招聘結(jié)束后企業(yè)找獵頭支持招聘這件事很困惑，不清楚是不是有HR，為什么要找獵頭?獵頭是為那些不知道把錢花在哪里的公司服務(wù)的，對(duì)吧?小公司不需要獵頭，是嗎?對(duì)于各種各樣的問題，小編將在下面給出解答。

　　Many people don't know that after the recruitment is over, enterprises are confused about looking for headhunters to support the recruitment. They don't know if there is HR, why do they look for headhunters? Headhunters serve companies that don't know where to spend their money, right? Small companies don't need headhunters, do they? For all kinds of questions, small editors will give answers below.

　　當(dāng)有人力資源的時(shí)候，你為什么需要獵頭?

　　Why do you need headhunters when you have human resources?

　　1. 不同的群體

　　1. Different groups

　　人力資源招聘工作主要服務(wù)于公司內(nèi)部,除了人力資源的招聘,培訓(xùn),員工評(píng)估、員工工資、員工轉(zhuǎn)移和其他模塊的工作,招聘,人力資源更多地參與發(fā)展招聘計(jì)劃,建立招聘體系,所以在招聘的能量相對(duì)分散;

　　Human resources recruitment mainly serves the company. In addition to human resources recruitment, training, employee evaluation, employee salary, employee transfer and other modules, human resources are more involved in the development of recruitment plans and the establishment of recruitment system, so the energy in recruitment is relatively scattered;

　　獵頭公司正面臨著整個(gè)人力資源市場(chǎng)。與HR相比，獵頭更注重高端人才的招聘，有自己的專屬行業(yè)。在向企業(yè)人才時(shí)，可以更好的把握準(zhǔn)確性，提高企業(yè)的招聘效率。

　　Headhunters are facing the whole human resources market. Compared with HR, headhunters pay more attention to the recruitment of high-end talents and have their own exclusive industries. When recommending talents to enterprises, we can better grasp the accuracy and improve the recruitment efficiency.

　　2. 不同的招聘渠道

　　2. Different recruitment channels

　　HR通常通過在招聘網(wǎng)站上發(fā)布職位、招聘會(huì)、內(nèi)部等方式招聘人才，渠道相對(duì)單一。這種等待潛在求職者上門面試的方式相對(duì)于主動(dòng)搜索來說是被動(dòng)的。另外，如果求職者對(duì)所應(yīng)聘的職位沒有清晰的認(rèn)識(shí)，經(jīng)過溝通后會(huì)發(fā)現(xiàn)完全不合適，不僅浪費(fèi)了雙方的時(shí)間，也大大降低了招聘的效率。

　　HR usually recruits talents by publishing positions, job fairs and internal recommendations on recruitment websites, with relatively single channels. This way of waiting for potential job seekers to interview is passive compared with active search. In addition, if job seekers do not have a clear understanding of the position they are applying for, they will find it completely inappropriate after communication, which not only wastes the time of both sides, but also greatly reduces the efficiency of recruitment.

　　招聘渠道多元化,除了自己的人才庫(kù),人介紹,和其他公共頻道,搜索一些社交網(wǎng)站,定向CC人才尋訪封閉列表,確定好公司人才的位置,根據(jù)位置的特點(diǎn)進(jìn)一步匹配目標(biāo)候選人,比人力資源招聘工作更加積極有效。

　　The recruitment channels are diversified. In addition to their own talent pool, people introduction, and other public channels, they search some social networking sites, seek closed lists of CC talents, determine the position of the company's talents, further match the target candidates according to the characteristics of the position, which is more active and effective than the recruitment of human resources.

　　3.每個(gè)階段的候選人實(shí)力是不同的

　　3. The strength of candidates in each stage is different

　　對(duì)于HR來說，他們要處理很多簡(jiǎn)歷和候選人。如果他們不是很重要的人，HR很難一直跟蹤一個(gè)候選人的情況。如果應(yīng)聘者有能力勝任工作，但由于缺乏面試經(jīng)驗(yàn)或不知道如何突出簡(jiǎn)歷而被HR拒絕，這對(duì)企業(yè)和應(yīng)聘者都是一種損失。

　　For HR, they deal with a lot of resumes and candidates a day. If they're not very important people, it's hard for HR to keep track of a candidate all the time. If the candidate is competent for the job, but is rejected by HR due to lack of interview experience or do not know how to highlight the resume, it is a loss to both the enterprise and the candidate.

　　獵頭的不同之處在于，他們是公司和求職者之間的橋梁。為了促進(jìn)企業(yè)招聘的順利進(jìn)行，避免不必要的麻煩，獵頭公司會(huì)進(jìn)行面試咨詢、離職咨詢、背景調(diào)查等。很多HR沒有考慮到的細(xì)節(jié)，比如候選人的生活瑣事和入職延遲，獵頭可以通過溝通和協(xié)商來。對(duì)于求職者來說，HR完全是對(duì)企業(yè)的，所以有很多難以解釋的地方，求職者更傾向于與獵頭接觸，獵頭在求職者的企業(yè)中，更經(jīng)常是朋友一樣的。

　　Headhunters differ in that they are the bridge between the company and the job seeker. In order to promote the smooth progress of enterprise recruitment and avoid unnecessary troubles, headhunters will conduct interview consultation, resignation consultation, background investigation, etc. Many details that HR didn't take into account, such as the candidate's life details and entry delay, can be solved through communication and negotiation. For job seekers, HR is totally for the enterprise, so there are many hard to explain places. Job seekers are more inclined to contact with headhunters, and headhunters are more often the same as friends in their enterprises.

　　我相信可以很好的回答“企業(yè)明明有HR，為什么還要找獵頭”的問題。招聘關(guān)系到企業(yè)的發(fā)展，僅靠人力資源的力量是遠(yuǎn)遠(yuǎn)不夠的。這也是為什么獵頭的成本雖然不低，但企業(yè)仍然不愿意降低這部分成本的原因。

　　I believe that we can answer the question "why do you want to look for headhunters when you have HR?". Recruitment is related to the development of enterprises. It is far from enough to rely on human resources alone. That's why the cost of headhunting is not low, but enterprises are still reluctant to reduce this part of the cost.

　　以上就是山東獵頭公司對(duì)HR與獵頭不同之處的詳細(xì)介紹，想要了解更多請(qǐng)點(diǎn)擊官網(wǎng)http://www.merkfinz.com

　　The above is a detailed introduction of the differences between HR and headhunting of Shandong headhunting company. To learn more, please click http://www.merkfinz.com