企業(yè)經(jīng)常遇到這樣的情況：人力資源人員非常敬業(yè)，為了找到合適的人才，他們經(jīng)常參加一些人才交流會(huì)，或者花很多錢做廣告。這段時(shí)間可以收到很多簡(jiǎn)歷，但能讓企業(yè)感興趣的人才。很少有人能說話和執(zhí)行。因此，人才往往難以如期到達(dá)崗位，而一家公司也付出了高昂的直接和間接成本。事實(shí)上，招聘高端人才可行的方式就是聘請(qǐng)獵頭招聘人才。

　　Enterprises often encounter such situations: human resources personnel are very dedicated, in order to find the right talent, they often participate in some talent exchange meetings, or spend a lot of money on advertising. During this period of time, I can receive many resumes, but few talents can make the enterprise interested. Few people can speak and execute. As a result, it is often difficult for talents to arrive at their posts on time, and a company has paid high direct and indirect costs. In fact, the most feasible way to recruit high-end talents is to hire professional headhunters.

　　企業(yè)需要聘請(qǐng)獵頭協(xié)助人才招聘的原因通常是：

　　The reasons why enterprises need to hire professional headhunters to assist in talent recruitment are usually as follows:

　　人才保密的必要性。中高端人才的招聘往往是高度保密的。一方面，公司的管理人員往往不希望員工知道公司對(duì)職位的外部招聘計(jì)劃。特別是當(dāng)涉及到現(xiàn)有員工的更換時(shí)，另一方面臨的事實(shí)是，公司不希望其同行，尤其是競(jìng)爭(zhēng)對(duì)手，了解公司的趨勢(shì)。對(duì)于中人才來說，以保密的形式進(jìn)行面試不會(huì)損害他們現(xiàn)有的工作。在獵頭公司中，聲譽(yù)明顯的獵頭公司越，保密工作越好。

　　The necessity of keeping talents secret. The recruitment of middle and high-end talents is often highly confidential. On the one hand, the company's senior managers often do not want employees to know the company's external recruitment plan for senior positions. Especially when it comes to the replacement of existing employees, the other side faces the fact that the company does not want its peers, especially competitors, to know the latest trend of the company. For senior and middle-level talents, interviewing in a confidential way will not damage their existing work. In the headhunting company, the more professional the headhunting company with obvious reputation is, the better the confidentiality work is.

　　獵頭人員可以向雇主提供客觀的意見。獵頭招聘服務(wù)是一個(gè)非常耗時(shí)和敏感的過程。獵頭公司可以幫助客戶正確評(píng)估招聘職位的預(yù)期價(jià)值，重新檢查其相關(guān)安排結(jié)構(gòu)的匯報(bào)路徑，確定可行的入職條件和薪酬。獵頭人員應(yīng)及時(shí)向應(yīng)聘者提供客觀、現(xiàn)實(shí)的反饋，并及時(shí)向客戶提出建議。作為招聘方面的，獵頭人員可以對(duì)應(yīng)聘者進(jìn)行有用的背景調(diào)查，可以向相關(guān)人士甚不愿發(fā)表意見的人士了解應(yīng)聘者過去的工作和背景。

　　Headhunters can provide objective advice to employers. Headhunting recruitment service is a very time-consuming and sensitive process. Headhunters can help customers correctly evaluate the expected value of recruitment positions, recheck the reporting path of relevant arrangement structure, and determine feasible entry conditions and remuneration. Headhunters should provide objective and realistic feedback to candidates in time, and make suggestions to customers in time. As an expert in recruitment, headhunters can conduct useful background checks on the recruiters, and learn about the past work and background of the candidates from the relevant people or even the people who are unwilling to express their opinions.

　　中高端人才的稀缺性和保密性。中高端人才是企業(yè)的寶貴財(cái)富。他們大多數(shù)人都有很好的。即使他們有跳槽的想法，也不會(huì)輕易出現(xiàn)在人才交流的場(chǎng)所。隨著經(jīng)濟(jì)的發(fā)展，新的企業(yè)不斷涌現(xiàn)，企業(yè)對(duì)人才的需求也越來越大。決定中高層次人才和人才的尋找，必須依靠獵頭的幫助。

　　The scarcity and confidentiality of middle and high-end talents. Middle and high-end talents are the precious wealth of enterprises. Most of them have good treatment. Even if they have the idea of job hopping, they will not easily appear in the place of talent exchange. With the development of economy, new enterprises are emerging, and the demand for talents is increasing. It is necessary to rely on the help of headhunters to find middle and high level talents and excellent talents.

　　保證資本的有用性。無數(shù)的經(jīng)驗(yàn)證明，獵頭在中高端人才招聘服務(wù)中具有省時(shí)、省力、省錢的優(yōu)勢(shì)。在獵頭客戶的使用中，只有在其他招聘渠道出現(xiàn)故障后，才能找到合適的部分獵頭。獵頭公司了解人才薪酬待遇的市場(chǎng)情況，可以倡導(dǎo)客戶向符合條件的應(yīng)聘者支付適當(dāng)?shù)男匠?，并可以幫助客戶協(xié)商錄用條件。

To ensure the usefulness of capital. Countless experiences have proved that headhunters have the absolute advantage of saving time, labor and money in the recruitment service of middle and high-end talents. In the use of headhunting customers, only after the failure of other recruitment channels, can we find a suitable part of headhunting. Headhunting companies understand the market situation of salary and treatment of senior talents, can advocate customers to pay appropriate salary to qualified candidates, and can help customers negotiate employment conditions.

　　獵頭公司擁有豐富的人才信息資源。獵頭公司以尋找和人才為主要業(yè)務(wù)，擁有豐富的人才數(shù)據(jù)庫(kù)；對(duì)某些有深入的了解，從質(zhì)量到成本等方面對(duì)某些類型的人才有廣泛的信息；擁有的人才搜索技術(shù)。這樣，他們就可以在沒有任何宣傳的情況下，悄悄地在市場(chǎng)上找到所需的人才群體。

　　Headhunting company has rich talent information resources. Headhunting companies are mainly engaged in the search and recommendation of talents, and have rich talent databases; have in-depth understanding of certain specialties, and have extensive information on certain types of talents from quality to cost; and have professional talent search technology. In this way, they can quietly find the required talent groups in the market without any publicity.