Propose talent proposal and contract signing

企业提出了其岗位需要的人才标准，但并不一定是更准确的，猎头顾问会根据自己的调查资料分析和经验，提出一个自己理解的更适合该职位的人才建议书，大约描述出更适合该职位的人才轮廓：包括应是什么年龄、学历、性格特点、有哪些工作经验、哪方面成功 背景等方面。获得企业认可后，便与企业约定一个人才搜索时间表，并报出猎才的，一般在该职位年薪２５％?３５％左右。这份人 才建议书在与企业磋商并得到认可后，双方便正式签订猎才委托合同，同时收取一定数额的预付金（一般是总费用的３０％）。

The enterprise has put forward the talent standard required by its position, but it is not necessarily the most accurate. According to its own survey data analysis and professional experience, the headhunting consultant will put forward a talent proposal that is most suitable for the position, and roughly describe the talent outline most suitable for the position, including what age, education background, personality characteristics, work experience Which aspect, success background, etc. After being recognized by the enterprise, they will agree with the enterprise on a talent search schedule and report the price of hunting talents. Generally, the annual salary of the position is 25%? About 35%. After the talent proposal is negotiated and approved with the enterprise, both parties will formally sign the talent hunting entrustment contract and charge a certain amount of advance payment (generally 30% of the total cost).

制订搜索名单

Develop a search list

接单后，项目小组便要制订出更详细的人才搜索方案，以更快的速度确定候选人才名单，这些名单一般从相关行业、相关职业、相似岗位中的人才中选出。先是筛选原有人才库的人才资料，看是否有合适人选；如果没有，则猎头顾问通过在这个行业中的广泛联系而撒网 寻找，但据了解，一般猎头公司７０％?８０％的真正成功的人才是原人才库中没有的。

After receiving the order, the project team should formulate a more detailed talent search scheme to determine the list of candidate talents as soon as possible. These lists are generally selected from talents in relevant industries, related occupations and similar positions. First, select the talent information of the original talent pool to see if there are suitable candidates; If not, headhunting consultants cast a net through extensive contacts in this industry, but it is understood that 70% of general headhunting companies? 80% of the talents who really recommend success are not in the original talent pool.

搜索人才

Search for talents

接着便是与候选人进行电话联系，探询他们的跳槽意向，向他们展示这个新的机会各方面有吸引力的条件，问他们是否感兴趣，如果不感兴趣一般也不死缠烂打，而是委婉地请其留下一份资料充实公司的人才库，再继续寻找对这机会有兴趣的人才。

Then we will make telephone contact with the candidates to inquire about their intention to change jobs, show them the attractive conditions in all aspects of this new opportunity, and ask them if they are interested. If they are not interested, they usually don't pester them. Instead, they politely ask them to leave a copy of information to enrich the company's talent pool, and then continue to look for talents interested in this opportunity.

但对于一些高层人士，初次接触以电话联系却往往效果不佳，因为目前许多高层经理不太愿意在电话里对猎头表示亲近，深层原因是一些老板可能会冒充猎头公司，试探他花费高薪请到的经理人是否忠诚。人才会面一般是通过业界有影响力的兼职顾问（兼职猎手） 或者朋友进行引荐，在保密而且优雅的环境中会面。业内人士还对人才特别提醒，接到猎头电话后，更好先弄清对方身份后再与之表示亲热不迟，以免中了一些不仗义老板试探的招，槽没跳成，留在原企业的日子也不好过。

However, for some high-level people, the effect of telephone contact for the first time is often poor, because at present, many high-level managers are reluctant to show closeness to headhunters on the phone. The deep reason is that some bosses may pretend to be headhunters to test whether the managers they pay high salaries are loyal. Senior talent meetings are generally introduced by influential part-time consultants (part-time hunters) or friends in the industry, and meet in a confidential and elegant environment. Industry insiders also remind talents that after receiving the headhunter's call, it's best to find out the identity of the other party first and then make love with it. It's not too late to avoid being tempted by some unscrupulous bosses. If the slot doesn't jump, it's not easy to stay in the original enterprise.

面试与说服

Interview and persuasion

联络到一批有意接触的候选人才后，便是安排一个地点面谈，见面时一般有个“小小要求”，就是带齐简历、证书之类，以便见面时 可以衡量其斤两几何。正式面试前，一般先由专攻测评技术的顾问对他们进行各方面的综合素质测评，然后由顾问再度面试，面试是为了发现人才真实的一面，筛选出较为合适的人选。对于可能合适的人选还要进行进一步的背景调查，比如从他现在所在圈子中调查，再 从他以前工作过的企业了解，看看这人在以往的职业生涯中的职业操守、业绩表现、人际关系等等方面的状况。当然在搜索人才和背景调查时都是在相当保密的前提下进行，以免给候选人带来负面影响。

After contacting a group of candidates who are interested in contacting, it is to arrange an interview at a place. Generally, there is a "small requirement" when meeting, that is, bring all your resumes and certificates, so that you can measure their weight when meeting. Before the formal interview, the consultant specializing in evaluation technology generally evaluates their comprehensive quality in all aspects, and then the chief consultant interviews again. The interview is to find the real side of talents and select more suitable candidates. Further background checks are needed for possible candidates, such as the investigation from his current circle, and from his previous occupation of the enterprise, to see the occupation ethics, performance, interpersonal relationship and other aspects of his career in the past. Of course, the search for talents and background investigation are carried out under the premise of considerable confidentiality, so as not to have a negative impact on candidates.

当然，能入猎头“法眼”的人才一般职位不低、待遇优厚，要“挖走”他们，其难度可想而知，面试之后其实更多是“说服”工 作，向人才分析他目前职位再做下去以后是怎样的发展状况，而到新职位又将带来怎样的发展前景，用薪酬和事业发展来吸引其流动。

Of course, senior talents who can enter the "magic eye" of headhunting generally have high positions and generous treatment. It is conceivable that it is difficult to "poach" them. In fact, after the interview, they are more "persuasive" to analyze the development status of their current position and the development prospects of their new position, Use salary and career development to attract their mobility.

客观的人才“包装”

Objective talent "packaging"

如有必要，对被选出的人才，猎头还会进行一定程度的“包装”，比如一些很有实力的人才，但在制作简历、面试时的言谈举止等方 面并不一定擅长，顾问便给予建议，帮助他们突出适合该岗位的竞争优势。但这种包装切忌掺入夸张和虚假成份。

If necessary, the headhunter will also "package" the selected talents to a certain extent, such as some powerful talents, but they are not necessarily good at making resumes and speaking and behaving during the interview. The consultant will give professional suggestions to help them highlight the competitive advantage suitable for the post. But this kind of packaging must not be mixed with exaggeration and falsehood.

向用人单位人才

Recommend talents to employers

把筛选好的数名候选人才向用人单位，让用人单位高层再进行面试挑选，如果用人企业并不满意，或者所荐人才对该企业并不满意，猎头则继续进行搜索、面试、，一直找到客户合适的人才为止。

Recommend several selected candidates to the employer and ask the senior management of the employer to conduct interview selection. If the employer is not satisfied or the recommended talents are not satisfied with the enterprise, the headhunter will continue to search, interview and recommend until suitable talents are found.

协助办辞职、入职手续

Assist in resignation and entry procedures

当用人单位与人才双方都满意并确定聘用关系后，该人才便面临如何顺利辞去原职的问题，因为是高层，辞职十分敏感，稍有不慎都可能引起负面的风波，给原企业和自己带来损失，猎头顾问便可根据的经验提供建议，怎样皆大欢喜地全身而退。而人才履新也面临 怎样适应新环境、熟悉新岗位的问题，猎头顾问因有前期调查摸底，也可提供有关建议。除此之外，猎头还可协助其办理相关手续。在人才就职时，一般将进行猎才费用的结算。

When both the employer and the talent are satisfied and the employment relationship is determined, the talent will face the problem of how to smoothly resign from his original position. Because he is a senior level, his resignation is very sensitive, and a slight carelessness may cause a negative storm and bring losses to the original enterprise and himself. The headhunting consultant can provide suggestions based on professional experience and how to leave with joy. In addition, talents are also faced with the problem of how to adapt to the new environment and get familiar with new posts. Headhunting consultants can also provide relevant suggestions due to preliminary investigation. In addition, headhunters can also assist them in handling relevant procedures. When talents take office, they will generally settle the hunting expenses.

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The above is Jinan headhunting company //www.diypinata.com Thank you for checking the information of our company in your busy schedule. If you want to know more, you are welcome to call for consultation!