很多年前，企業(yè)在開(kāi)始使用獵頭的時(shí)候都是抱著試一試的心態(tài)，不斷決定開(kāi)始使用獵頭服務(wù)能給自己帶來(lái)多少人才優(yōu)勢(shì)。在人才成為企業(yè)競(jìng)爭(zhēng)力的當(dāng)下，招聘人才的速度和質(zhì)量已經(jīng)成為企業(yè)領(lǐng)導(dǎo)人關(guān)心的問(wèn)題。下面山東獵頭公司來(lái)分析一下獵頭招聘和傳統(tǒng)招聘的比較優(yōu)勢(shì)。

Many years ago, when companies started using headhunting services, they always had a trial and error mentality and constantly decided how much talent advantage it would bring to them. In the current era where talent has become the competitiveness of enterprises, the speed and quality of talent recruitment have become a concern for business leaders. Below, Shandong headhunting company will analyze the comparative advantages between headhunting recruitment and traditional recruitment.

一，獵頭的招聘服務(wù)比傳統(tǒng)招聘更快。

1、 The recruitment service for headhunters is faster than traditional recruitment.

獵頭公司在協(xié)助企業(yè)招聘時(shí)，具有很強(qiáng)的招聘目的性和主動(dòng)性，與提名人進(jìn)行了有針對(duì)性的一對(duì)一溝通。與傳統(tǒng)招聘難如登天的政策不同，它在招聘速度上比企業(yè)自己招聘或等待他人提交簡(jiǎn)歷更好。

When assisting companies in recruitment, headhunting companies have a strong sense of recruitment purpose and initiative, and have conducted targeted one-on-one communication with nominees. Unlike traditional policies that make recruitment extremely difficult, it is faster than companies recruiting themselves or waiting for others to submit resumes.

二，獵頭的招聘服務(wù)優(yōu)于傳統(tǒng)招聘。

2、 The recruitment service of headhunting is superior to traditional recruitment.

在選拔人才的過(guò)程中，獵頭公司會(huì)結(jié)合企業(yè)的行業(yè)背景、崗位要求和各方面的競(jìng)爭(zhēng)對(duì)手來(lái)尋找人才，所以尋找的人才一般更符合企業(yè)的崗位要求。

In the process of selecting talents, headhunting companies will combine the industry background, job requirements, and various competitors of the enterprise to search for talents, so the talents sought are generally more in line with the job requirements of the enterprise.

獵頭公司建立了完善的服務(wù)體系，可以滿足各種客戶的不同需求。企業(yè)不需要在很多簡(jiǎn)歷中尋找自己需要的人才，反復(fù)選擇的人才。它具有及時(shí)、準(zhǔn)確的特點(diǎn)，可以防止用人錯(cuò)誤。提名者成功并上班后，獵頭會(huì)提供一系列服務(wù)，幫助提名者快速習(xí)慣新公司的崗位，防止招聘失敗帶來(lái)的危險(xiǎn)。

Headhunting companies have established a comprehensive service system that can meet the different needs of various customers. Enterprises do not need to search for the talents they need in many resumes and repeatedly choose recommended talents. It has the characteristics of timeliness and accuracy, which can prevent personnel errors. After the nominator successfully recommends and goes to work, the headhunter will provide a series of services to help the nominator quickly get used to the position in the new company and prevent the danger caused by recruitment failure.

三，獵頭的招聘服務(wù)比傳統(tǒng)招聘。

3、 The recruitment service of headhunting is safer than traditional recruitment.

關(guān)于現(xiàn)在招聘的人才，企業(yè)一般都會(huì)有這樣的顧慮，那就是擔(dān)心試用期內(nèi)會(huì)不會(huì)發(fā)現(xiàn)這個(gè)人不適合這個(gè)崗位，可能會(huì)因?yàn)槠渌螂x職。這時(shí)，獵頭公司會(huì)主動(dòng)與這些人才溝通，并在性格、氣質(zhì)等方面全心全意地選擇獵頭的人才，這也將在很大程度上幫助企業(yè)降低人才流失的風(fēng)險(xiǎn)。

Regarding the current recruitment of talents, companies generally have concerns about whether they will find this person unsuitable for the position during the probationary period and may resign for other reasons. At this point, headhunting companies will actively communicate with these talents and wholeheartedly choose the talents recommended by headhunters in terms of personality, temperament, and other aspects. This will also greatly help enterprises reduce the risk of talent loss.

四，搜索時(shí)間更有保障。

4、 Search time is more guaranteed.

因?yàn)楂C頭招聘是主動(dòng)出擊，迅速鎖定搜索范圍，與候選人建立長(zhǎng)期聯(lián)系。作為企業(yè)的外部人力資源部門，可以簡(jiǎn)化招聘工作，節(jié)約成本，讓人力資源部門在企業(yè)的戰(zhàn)略發(fā)展和企業(yè)文化宣傳上花費(fèi)更多的時(shí)間。

Because headhunting recruitment is proactive, quickly identifying search areas and establishing long-term connections with candidates. As the external human resources department of the enterprise, it can simplify recruitment work, save costs, and allow the human resources department to spend more time on the strategic development and corporate culture promotion of the enterprise.

獵頭招聘具有高能效、及時(shí)、準(zhǔn)確的特點(diǎn)，可以避免用人錯(cuò)誤。為了避免企業(yè)與競(jìng)爭(zhēng)對(duì)手之間的直接摩擦，我們可以對(duì)滿意的候選人進(jìn)行有針對(duì)性的背景調(diào)查。更多相關(guān)事項(xiàng)就來(lái)我們網(wǎng)站http://www.bjddhyyq.cn咨詢吧！

Headhunting recruitment has the characteristics of high energy efficiency, timeliness, and accuracy, which can avoid personnel errors. To avoid direct friction between the company and its competitors, we can conduct targeted background checks on satisfactory candidates. For more related matters, come to our website http://www.bjddhyyq.cn Consult!