在日益竞争的人才市场上，人才越来越紧缺，企业虽然有负责招聘的HR，却不能精准的物色到合适的人选，只有委托于猎头公司。而 济南猎头公司是寻访人才的服务机构，比HR更专门，招聘的效率以及后期服务的保障，更有信心，也更省心。那猎头做招聘为什么比HR效率高呢？

In the increasingly competitive talent market, talents are increasingly scarce. Although enterprises have HR responsible for recruitment, they cannot accurately find suitable candidates, and only entrust to headhunters. Jinan Headhunting Company is a service agency for searching for high-end talents, which is more specialized than HR. The efficiency of recruitment and the guarantee of post-service are more confident and more trouble-free. Why is headhunting more efficient than HR?

1.招聘的原因、目的和招聘的目标

1. Reason, purpose and objective of recruitment

在开展招聘工作之前，先弄清楚企业为什么要招聘，开展招聘活动的目的是什么？招聘活动要达到什么样的目标。是正常年度招聘计划在招聘，还是新项目成立的需要；是人员离职补充，还是有重要的在岗人员不能胜任目前的工作而寻访替代的人才。

Before carrying out the recruitment work, first find out why the enterprise should recruit and what is the purpose of the recruitment activity? What is the goal of the recruitment activity. Whether the normal annual recruitment plan is for recruitment or the establishment of new projects; Whether it is a supplement to the resignation of personnel, there are still important on-the-job personnel who are not competent for the current work and seek for replacement talents.

是按照既定的计划需求进行补充，还是因为产生了新的需求，岗位人员的数量和要求是否也需要做调整。招聘的人员，是应短期内的项目补给，还是需要符合企业长期的要求，想长期持有呢。

Whether to supplement according to the established planned needs or whether the number and requirements of post personnel also need to be adjusted due to the new needs. Whether the recruited personnel should be supplied by the project in the short term, or should they meet the long-term requirements of the enterprise and want to hold them for a long time.

2.招聘的职位、人数和条件

2. Position, number and conditions of recruitment

HR要清楚地知道企业内部有哪些职位是充足的，哪些职位是空缺的，或者即将空缺，需要做出人员填补准备的。避免出现HR辛辛苦苦面试了很多候选人，用人部门始终不满意，或者是好不容易招到合适的人，而用人部门或老板却临时决定不用了或需求量又有了新的变化。让HR很无奈，招聘工作非常的被动。

HR should clearly know which positions in the enterprise are sufficient, which are vacant, or are about to be vacant, and need to make preparations for filling. To avoid that HR has worked hard to interview many candidates, and the employing department is always dissatisfied, or it is not easy to recruit the right person, while the employing department or boss has temporarily decided not to use it or the demand has changed. HR is very helpless and the recruitment work is very passive.

3.招聘的组织构成

3. Organizational composition of recruitment

即开展招聘活动的人员构成情况，有多少人参加招聘工作，负责招聘的人员其招聘经验或擅长点在哪。哪些人负责寻访，哪些人负责试题的准备和面试考核，哪些人又负责面试后的候选人跟踪和offer谈判以及录用等一系列事宜。

That is, the composition of the personnel who carry out the recruitment activities, how many people participate in the recruitment work, and the recruitment experience or expertise of the personnel responsible for recruitment. Who is responsible for the interview, who is responsible for the preparation of the test questions and the interview assessment, and who is responsible for the candidate tracking, offer negotiation and employment after the interview.

招聘，是一项对细节及整体有较高要求的活动。没有对全局的把控，无法有效推进招聘进度和质量。尤其招聘需求量较大或招聘的岗位非常或难招的岗位，负责招聘的团队是否工作分配合理合适，是否专门，都决定了此次招聘活动的成败。

Recruitment is an activity with high requirements for details and the whole. Without the overall control, the recruitment progress and quality cannot be effectively promoted. In particular, the success or failure of this recruitment activity depends on whether the recruitment team is reasonable and appropriate in terms of job allocation and whether the recruitment demand is large or the recruitment positions are very high-end or difficult to recruit.

4.招聘的渠道

4. Recruitment channels

是内部还是外部招聘；是网络招聘还是通过专场招聘会；是利用传统媒体还是像微博、微信或公众号等形式的新媒体招聘；是企业HR或招聘团队正常开展招聘即可，还是必须要动用到猎头公司才能满足需求。

Internal recommendation or external recruitment; Is it online recruitment or through special job fairs; Whether to employ traditional media or new media such as microblog, WeChat or official account; Whether the enterprise HR or recruitment team can carry out recruitment normally or whether the headhunter company must be employed to meet the demand.

不同行业，不同岗位特点，招聘的数量以及岗位的要求，以及目前企业发展的阶段、招聘预算、在职人员结构等情况都有很大的关系。精准的渠道决定了你找寻人才的效率和质量。

Different industries, different job characteristics, the number of recruitment and job requirements, as well as the current stage of enterprise development, recruitment budget, and the structure of in-service personnel have a great relationship. Accurate channels determine the efficiency and quality of your talent search.

5.招聘的具体时间安排

5. Specific time arrangement of recruitment

如果面试时间安排不合理导致的招聘失败，不仅产生了不必要的成本支出，浪费了彼此的时间，也对企业的雇主造成了负面影响。招聘的具体时间，指的不仅是具体的招聘开始或结束时间。还要确定什么时间段进行简历筛选，什么时间初试，和安排复试；以及面试的时间为多少、通知候选人的时间等。

If the recruitment fails due to the unreasonable interview schedule, it will not only generate unnecessary costs and waste each other's time, but also have a negative impact on the employer brand of the enterprise. The specific recruitment time refers to not only the specific recruitment start or end time. It is also necessary to determine the time period for resume screening, the time for the initial examination, and the arrangement of the second examination; And the time of the interview and the time of informing the candidate.

6.初步确定招聘考察方案和工作流程

6. Preliminary determination of recruitment investigation plan and workflow

在招聘之前，HR就要确定此次岗位招聘的考察方案，即通过什么样的手段考虑候选人。而不是等人选到即将到公司面试了，才考虑如何面试考核或直接应急上场。同时，还要确定具体的工作流程以及对整个招聘活动全程指导。

Before recruitment, HR should determine the investigation plan for this job recruitment, that is, what means to consider candidates. Instead of waiting for people to come to the company for an interview, they will consider how to interview and assess or go on the stage directly. At the same time, we should also determine the specific work process and guide the whole recruitment process.

猎头做招聘为什么比HR效率高呢？以上就是问题的原因了，你可以作为参考信息使用，更多事项就来我们网站 //www.diypinata.com咨询！

Why is headhunting more efficient than HR? The above is the reason for the problem. You can use it as reference information. For more information, please visit our website //www.diypinata.com consulting service