For most people, headhunters think they are recruiters, but this is not the case. So, what does headhunting mean? What are the differences between headhunting companies and recruitment websites?

　　獵頭是什么意思

　　What does headhunter mean

　　“獵頭”(Headhunting)一詞屬舶來詞，原意為割取敵人的頭作為戰(zhàn)利品的人，現(xiàn)在多指物色人才的人。

　　Headhunting is an imported word. It originally meant to cut off the head of the enemy as a trophy. Now it mostly refers to people looking for talents.

　　《獵頭》也是1982年香港上映的一部電影名稱。在潮汕話中，“獵頭”指光頭，實(shí)際應(yīng)為“蠟頭”。 獵頭一詞來源于拉丁文，當(dāng)時部落作戰(zhàn)時把對方的頭顱砍下來，掛在腰間炫耀。

　　Headhunter is also the title of a film released in Hong Kong in 1982. In Chaoshan dialect, "headhunter" refers to bald head, which should be "wax head". The word "headhunter" comes from Latin. At that time, the tribe cut off the head of each other and hung it on the waist to show off.

　　如今在很多人的理解看來，獵頭是雇主公司的招聘方案提供者，回答雇主需要的人行業(yè)內(nèi)有沒有，在哪里，如何吸引他們來以及如何留住他們的問題。是人才的朋友，可以給到職業(yè)生涯發(fā)展的建議，少有別的候選人職業(yè)發(fā)現(xiàn)走彎路的教訓(xùn)。是人才和雇主之間良性溝通的橋梁!

　　Nowadays, many people understand that headhunters are the recruitment program providers of employers' companies. They answer the questions about whether, where, how to attract them and how to retain them in the industry. It's a talent's friend who can give advice on career development. At least other candidates find out the lesson of detour. It is a bridge between talents and employers!

　　獵頭公司和招聘網(wǎng)站的區(qū)別

　　The difference between headhunters and recruitment websites

　　盡管，他們做的都是關(guān)于招聘的事情，但各自所的側(cè)重不一樣。
                  

　　Although they are all about recruitment, they have different emphases.

　　1、通過正規(guī)獵頭公司招聘人才，比通過一般招聘更快速。由于獵頭招聘是主動出擊，迅速鎖定尋訪的范圍，與候選人建立聯(lián)系。并在封閉的渠道里與候選人一對一交流，可以有效地達(dá)到招聘目標(biāo)。

　　1. Recruitment through regular headhunters is faster than general recruitment. As the headhunter recruitment is to take the initiative, quickly lock the scope of the search and establish contact with the candidates. And in a closed channel, one-to-one communication with candidates can effectively achieve recruitment goals.

　　2、獵頭招聘比一般招聘更準(zhǔn)確。由于獵頭公司主要從客戶競爭對手公司內(nèi)相同的職位上挖人，尋訪到的人才一般比較符合要求，因此試用期走人的現(xiàn)象比較少。而且，候選人在成功并上班后，獵頭會提供一系列的服務(wù)，幫助候選人盡快適應(yīng)新公司的崗位，避免招聘失敗造成的風(fēng)險。

　　2. Headhunter recruitment is more accurate than general recruitment. Because headhunters mainly dig people from the same positions in their customers' competitors' companies, the talents they find generally meet the requirements, so the phenomenon of leaving during the probation period is relatively small. Moreover, after the candidates are successfully recommended and go to work, the headhunter will provide a series of services to help the candidates adapt to the positions of the new company as soon as possible and avoid the risk of recruitment failure.

　　3、獵頭公司招聘的人選比一般招聘的人選要，可大大降低招聘風(fēng)險。這是因?yàn)?，人才往往被原來的老板重金籠絡(luò)和重用，流動市場上少見。人才跳槽喜歡通過獵頭公司或朋友，可以獲得薪金談判的緩沖。流動人才(招聘會、報刊、網(wǎng)絡(luò)及其他媒體廣告)中即使有才華出眾者，往往由于人際關(guān)系能力較差、自我評價過高、以自我為、難以與人合作等原因，頻繁跳槽。正規(guī)的獵頭公司有廣泛的尋訪網(wǎng)絡(luò)，對人才進(jìn)行反復(fù)甄選、履歷驗(yàn)證或人事調(diào)查，具有效率高、及時準(zhǔn)確等特點(diǎn)同時可以避免用人失誤。

　　3. The candidates recruited by headhunters are better than the general ones, which can greatly reduce the recruitment risk. This is because excellent talents are often attracted and reused by the original boss, which is rare in the mobile market. Senior talents like to change jobs through the recommendation of headhunting companies or friends, and can get a buffer of salary negotiation. Even if there are outstanding talents in mobile talents (job fairs, newspapers, Internet and other media advertisements), they often change jobs frequently due to poor interpersonal skills, high self-evaluation, self-centered, difficult to cooperate with others and other reasons. Regular headhunting companies have a wide range of search networks, which can repeatedly select recommended talents, verify their resumes or conduct personnel surveys, with the characteristics of high efficiency, timely and accurate, and avoid mistakes in employment.

　　獵頭的maping是做什么的

　　What is the Maping of headhunters

　　mapping/人才地圖。

　　Mapping / talent map.

　　把目標(biāo)的區(qū)域/公司所有相關(guān)人員都聯(lián)系一次，搜集關(guān)鍵數(shù)據(jù)

　　Contact all relevant personnel of the target area / company once to collect key data

　　例如：在長三角找一個人事總監(jiān)，要懂法語的。(針對職位)

　　For example: find a personnel director in the Yangtze River Delta who knows French. (for position)

　　過程：羅列長三角所有法資公司，盡可能聯(lián)系到所有HR，問及大致年薪，學(xué)歷背景，能力特點(diǎn)等等

　　Process: list all legal companies in the Yangtze River Delta, contact all HR as much as possible, ask about the approximate annual salary, education background, ability characteristics, etc

　　結(jié)果：數(shù)據(jù)化尋訪結(jié)果，整理報告，提交給客戶或者相關(guān)負(fù)責(zé)人。

　　Results: data search results, organize reports and submit them to customers or relevant persons in charge.

　　也有針對公司的，那就比較辛苦，

　　There are also targeted companies, so it's hard,

　　目標(biāo)公司所有人都要聯(lián)系的，技巧好的顧問可以通過1~2個人了解整個部門，在某個行業(yè)的沉淀5年左右的老獵頭基本獨(dú)立完成mapping的50%以上工作量，喊上1~2個助手幫忙更新信息就可以了。

　　All the people in the target company need to contact. Skilled consultants can understand the whole department through 1-2 people. The old headhunters who have been in a certain industry for about 5 years have basically completed more than 50% of the mapping work independently. Just call on 1-2 assistants to help update the information.