They always take the interests of enterprises as the starting point, closely combine the company's development strategy with human resources tactics, and their knowledge structure changes with the changes of economic situation and customer needs, so they are always in an invincible position. These people are precious "oil" floating on it.
Erhuan headhunting consultants generally have the following characteristics: they have worked in internationally renowned large-scale human resources service companies for many years, have a deep understanding of the industry they are deeply involved in, have mastered a large number of high-end candidates and one of the best customers in the industry, have many years of experience in the implementation of coaching teams and leading teams, and after years of standardization and systematization, they have finally been cultivated into "top talent brokers" who can give full play to their business skills in the recruitment field.
This headhunting consultant has at least fifteen career paths to choose from:
First, strive to improve academic qualifications (the academic background of domestic headhunting consultants is mostly junior college and undergraduate)
If it is possible to add industry background (it is not difficult for headhunting consultants with strong customer resources and good customer relations for many years), join the world's top consulting companies and become an elite strategic expert in a certain field.
Second: Transfer from Party B to Party A to become the backbone of the company's recruitment.
This transformation is widespread in the headhunting industry. They will seamlessly connect Party B's original resources, graft them into the new company for use-cooperate with organizational strategy and implement talent tactics-and become military consultants when the enterprise carries out acquisition, merger, innovation and divestiture. Responsible for building a harmonious, harmonious and efficient corporate culture and making great contributions to the improvement of organizational efficiency and the construction and empowerment of talent echelon.
It should be noted that if headhunters want to transform into HR, it is better to turn early than late. Because when you have no experience, you can also calm down and do the recruitment that is familiar with it. Once you reach a certain qualification, it is easy to be high and not low. On the road of transformation, winners abound and losers abound.
Third: start your own business.
Headhunting business is a resource-based business. As a headhunting consultant, I have accumulated enough industry resources and business experience, and joined hands with several like-minded colleagues and peers to start a business. But entrepreneurship is also divided into different types:
1, headhunter boss
Starting a headhunting company and being your own boss may be the thread that most headhunters hide in their hearts, and it is also the easiest thing for headhunters to do under certain conditions. As for whether you are doing well or not, you know it yourself.
2. headhunting partner
This title or cooperation mode is becoming a trend of headhunting companies. However, they are also called partners, and their forms are different. Some are business partners, enjoying business rewards and certain year-end dividends. Some are founding partners, responsible for the company's honor and disgrace, profit and loss. Different ways are doomed to different positions.
Fourth: Always insist on being a headhunter.
Intensive cultivation of this "own land" that you are responsible for has gradually formed a solid industry barrier for a long time. Customers only recognize them, and they only serve customers in this industry. There is a symbolic difference between headhunting and other occupations: the title of headhunting consultant (generally referred to as 360-degree consultant) is the highest level in the headhunting skill sequence. As for senior consultants, they are all accumulated on the basis of "consultants".
If there is a suitable platform, it is also a good choice to be a permanent consultant. Relatively simple, relatively pure, there are hills and valleys in the chest, and everything is single. It really takes some skill to reach this level.
Fifth: trainer.
Trainers, like headhunters, make a living by eloquence. Training requires communication skills, knowledge storage, demand forecasting and on-site control skills. What headhunting consultants need is expressive ability, result orientation, information reserve (from industry information to industry gossip) and customer control ability. The competency models required by these two occupations are similar to some extent, so many people have changed from headhunting consultants to trainers.
It is worth mentioning that since a talented trainer emerged in the headhunting industry four or five years ago, more and more "old people" have joined the ranks of headhunting business training. In fact, in terms of ability and quality, headhunting consultants can also do the same training in other professional fields. Compared with the course content, the quality of the consultant itself is the real core competitiveness.
Sixth: Career planner.
Headhunters will develop a certain career planning ability to a certain extent, because they read a lot of resumes, with an average of about 300 for each position. Therefore, as long as the career development path reflected in the candidate's resume is combined with the telephone communication content of a large number of candidates, headhunters can figure out what the growth path of a certain type of position will be after a long time.
Naturally, headhunting consultants also have unique advantages in challenging career planners. Although the development of career planning industry is not satisfactory, you can try it if you like.
Seventh: psychological counselor
At present, the voice of psychological counselors is very high, and they are generally applauded. More consultation needs in the market are still focused on marriage, family and children's education, and there are not many paid needs involving workplace psychology.
Eighth: personnel outsourcing (RPO)
Many large human resources service companies not only provide headhunting service, but also provide standardized RPO services. The single charge of RPO business is not as high as that of headhunting, but it focuses on stability. More importantly, RPO business has no payment conditions that headhunting business can use. Relatively speaking, the income of RPO business is more stable, the source of candidates is more abundant, and the control difficulty of candidates is much lower than that of headhunting business candidates.
Ninth: headhunting (R2R: recruiter to recruiter)
There is a strange phenomenon in the headhunting industry. Headhunting companies should help companies recruit people, and it is even harder to recruit people themselves. Headhunting is a highly mobile profession. Good headhunting consultants will generally be taken care of by headhunting bosses, giving platforms, high positions, dividends, teams, support and benefits.
In short, a truly valuable headhunting consultant is a standard money printing machine in the eyes of the boss, and he can't be allowed to leave anyway, so these people are generally not found in the market. Some highly competent headhunting consultants are not willing to be inferior, and those who come out to start a business can't be dug. Generally speaking, the headhunting consultants who are particularly mobile in the market are mixed, even muddy and muddy. Novice consultants are all trained by themselves. Once they can operate independently, they can't wait to jump ship.
Tenth: headhunting platform
Since the establishment of Hunting Network, many headhunters have seen that their successful model is to build a platform for making orders, without having to bear the consulting cost of headhunters, and also have a large number of headhunters to make orders for them. More importantly, this model also raised a lot of money through venture capital, so the headhunters who came from behind followed suit.
Since their successful financing, a series of headhunters have appeared, claiming that traditional headhunters will touch the net under the banner of mobile internet, which is very lively. Then attract some headhunting consultants to enter such a platform to do client BD or make orders, which is also a career diversion for headhunting consultants.
Eleventh: headhunting service Tools
Of course, the most typical is headhunting business management software. There are many such softwares on the market, and the price gap is not too big, and they are similar to each other. Then crawler technology climbs resumes and sells lists, many of which are resumes. Some use the existing database, through big data matching and AI technology, directly help enterprise HR to do primary selection and invite interviews, and by the way, in the name of technology, realize financing.
Twelfth: traditional recruitment websites do high-end headhunting or membership sales.
Some headhunting consultants of headhunting companies have jumped from traditional recruitment websites such as 58 Recruitment, which has huge resume resources. Of course, as long as their ranks and salaries go up, it is not uncommon to jump back from headhunting companies. Anyway, as long as you don't fall out with your old club, there is nothing wrong with going to the palace two or three times.
Thirteenth: Become a member of a professional social networking site to sell or establish a professional social networking site.
The most typical professional social networking site can help to carry out headhunting business. If headhunting consultants go to such platforms to recommend website services for other peers, they will have greater advantages than other salespeople, because they are familiar with the process and pain points of headhunting business, have the same experience and language as their headhunting peers.
A better headhunting consultant is a "mobile resume library" in itself, and the mapping data and personal connections accumulated over the years can also be used as a professional social networking site for a certain industry segment. Just as a business model, it needs a lot of upfront capital investment, and headhunting consultants can't do it themselves. They need to gather capital, talents, subdivided industry contacts and other forces to finally realize this business ideal.
Fourteenth: completely change careers
Some sales-oriented headhunting consultants (not big five, not consulting-oriented) have transformed into wealth management industry and insurance industry sales. As long as they have the resources of high-net-worth candidates, it is more suitable for them to use their past contacts and their own sales ability to do offline sales. Before, a friend worked as a financial planner for two years, and then jumped ship to become a product manager in a financial institution. This is a successful transformation.
Fifteenth: Take headhunting as a career springboard and turn to be a winner in life.
There is also a more successful way of transformation, that is, hiring headhunters to be investment managers in investment banks to look after projects or to do post-investment management tracking projects, because they know both the industry and contacts. This can be regarded as a super successful case of using the personal resources of headhunting business as a springboard for career transformation, thus successfully jumping into the tall financial industry and becoming an elite leader.
In the third circle, headhunting consultants often join some headhunting companies without standardized training system, and they have no foundation in headhunting business at all. How to control every business link well depends on their own groping in the dark. Company leaders just regard them as cheap labor, and their business is in a disorderly and unorganized state.
To make matters worse, the team leader is not a professional headhunter, and may even mislead newcomers, which is very common in some small private headhunting companies. Because of the lack of knowledge system, novice headhunters don't know how to break through the current situation, and finally they can only rely entirely on online search as the only way to collect resumes. Searching resumes has become the only survival skill of this kind of headhunters.
What is worrying is that many enterprises with strong financial strength have started to build their own headhunting departments, or at least set up their own mapping working groups. There are more and more software and tools in the market that rely on AI and crawler technology to snare or even exhaust online resumes. The efficiency of such tools is more than ten times that of manual work, but the accuracy of system matching needs to be improved, because the improvement of accuracy is based on a large number of homogeneous resume matching, and the laws and models need to be summarized step by step.
This system needs to be upgraded, leaving some space for those "headhunting consultants" who only rely on online search for survival. However, it is only a matter of time before these people are replaced. These people are the "sand" that sinks to the bottom of the water. They may eventually change careers or be eliminated. In a word, survival of the fittest exists in every industry, which is the result of conforming to the forest law.
Generally speaking, the job of headhunting has different meanings for everyone. After all, different people will have different growth and different demands. However, compared with other occupations, headhunting has a shorter vertical career lifeline (a complete headhunting business skill has 24 skill points), and the future trend can be seen at a glance.
However, the horizontal career lifeline is relatively broad. After all, every company needs recruitment, sales and results. Headhunting consultants in different circles have different ability to operate and realize the resources they have. If they want to break through the bottleneck and live a better life, they should either try to join a higher circle or jump out of the shackles and seek another development. In the final analysis, it depends on its own strength and current circle positioning.