人才招聘是HR的一项重要工作，也是一项颇有压力的工作。

　　Talent recruitment is an important and stressful task for HR.

　　有的人认为招聘就是对外发布一下招聘信息，然后再对应聘者进行一番面试，挑选出满意人才的过程。说起来轻描淡写，似乎非常容易。其实，HR的人才招聘分为两类，一类是普通人才，像一些专员类、基层类管理人员，这类人才的信息资源非常多，HR往往通过一些常规的招聘手法就可以顺利完成工作，常见的是：招聘网站、人才市场现场招聘会、校园招聘、内部员工引荐等。但对于一些稀缺的关键性人才，如技术人才、高端管理人才，这类招聘就不那么简单了，也是HR头疼的事。

　　Some people believe that recruitment is the process of posting job postings to the public and then conducting interviews with applicants to select satisfactory talents. To put it lightly, it seems very easy. In fact, HR talent recruitment can be divided into two categories. One is ordinary talents, such as specialists and grassroots managers. These talents have a lot of information resources, and HR can often complete their work smoothly through some conventional recruitment methods, such as professional recruitment websites, on-site job fairs in talent markets, campus recruitment, internal employee referrals, etc. But for some scarce key talents, such as professional and technical talents, high-end management talents, this type of recruitment is not so simple, and it is also the most headache for HR.

　　因为这类关键人才处于人才体系金字塔的上层部分，属于社会精英，数量非常。对于企业来说是一种稀缺资源，而且往往都已有较好的工作，不会流入人才市场，在招聘网站上也很难搜索到这类人才的信息。如何把他们找出来？

　　Because these key talents are located in the upper part of the talent pyramid and belong to the social elite class, their numbers are very rare. For enterprises, it is a scarce resource, and often there are already good jobs that do not flow into the talent market. It is also difficult to search for information on such talents on professional recruitment websites. How to find them?

　　这时候，许多HR人士就会非常头疼了。在很多公司里，招聘一位营销总监、研发工程师之类的关键人才，往往半年时间都到不了岗，而公司又急着要，老板又催得紧，从而让HR倍感压力，甚绝望。

　　At this point, many HR professionals will have a headache. In many companies, hiring a key talent such as a marketing director or R&D engineer often takes six months to arrive, and the company is in a hurry to hire them, while the boss is pressuring them, which puts pressure and even despair on HR.

　　许多公司往往会把这类关键人才委托给猎头公司，通过高额付费的方式，借助猎头公司来猎取高端人才。为什么猎头公司能有效完成招聘工作，而公司的HR却束手无策呢？这自然归因于猎头公司的独特手法。公司HR招聘与猎头公司招聘有很大的区别：HR用的往往是常规的渠道，如人才市场、招聘网站、校园招聘等。但问题是关键人才往往都已有稳定的工作，不会轻易流入人才市场，HR通过这些渠道搜索关键人才，无异于缘木求鱼；而猎头公司在猎取关键人才时，往往有独特性的门道。

　　Many companies often entrust these key talents to headhunting companies and use them to hunt for high-end talents through high paying methods. Why can headhunting companies effectively complete recruitment work, while the company's HR is helpless? This is naturally attributed to the unique approach of headhunting companies. There is a significant difference between company HR recruitment and headhunting recruitment: HR often uses conventional channels such as talent markets, recruitment websites, campus recruitment, etc. But the problem is that key talents often have stable jobs and will not easily enter the talent market. HR searching for key talents through these channels is like seeking fish from a tree; Headhunting companies often have unique methods when hunting for key talents.

　　猎头公司为什么敢于向公司收取巨额的人才招聘服务费？因为它有一个独特的法宝——人才数据库。猎头公司是非常注重人才数据库的建设，因为它是一个猎头公司的实力体现，猎头公司往往会通过多种渠道来获取关键人才信息，来不断扩充公司的人才数据库。

　　Why do headhunting companies dare to charge huge talent recruitment service fees to companies? Because it has a unique treasure - talent database. Headhunting companies attach great importance to the construction of talent databases because it reflects the strength of a headhunting company. Headhunting companies often obtain key talent information through various professional channels to continuously expand their talent databases.

　　01网络寻访：猎头公司每天会留意各种新闻媒体上有关人才的信息，通过网络、新闻、报纸、杂志、常规网站、论坛、社交网站、QQ群、MSN、微博、微信等来寻找人才，随时记录，随时存储。

　　01 Network Search: Headhunting companies pay attention to information about senior talents on various news media every day, searching for talents through the internet, news, newspapers, magazines, regular websites, forums, social networking sites, QQ groups, MSN, Weibo, WeChat, etc., recording and storing them at any time.

　　02会务寻访：派出嗅觉敏锐的猎手，参加各种大型商务活动或社交活动，尤其是一些高端人才培训会、高端论坛等，这些场合往往是高端人才聚集的地方，猎头公司可以寻找各种猎物，获取关键人才信息资源。

　　02 Conference Search: Send sharp smelling hunters to participate in various large-scale business or social events, especially high-end talent training meetings, high-end forums, etc. These occasions are often places where high-end talents gather. Headhunting companies can search for various prey and obtain key talent information resources.

　　03隔墙设耳：在一些大型知名公司里发展内线，建立一支兼职猎手搜索队，来获取大公司内部人才信息。

　　03 Wall Ear Setting: Develop internal lines in some large and well-known companies, establish a part-time hunter search team to obtain talent information within the company.

　　04撒好渔网：借助一些媒体广告宣传，吸引高端人才，积极接受他们上门登记或上网登记。

　　04 Set up a fishing net: Use some media advertising to attract high-end talents and actively accept their on-site registration or online registration.

　　05广求资源：对人才集中的地方，如高校、研究所、培训公司、行业协会、招聘网站的客户服务部等，通过内部或合作的方式，来获取高端人才信息资源。

　　05 Seeking Resources: For places where talent is concentrated, such as universities, research institutes, training companies, industry associations, customer service departments of professional recruitment websites, etc., obtain high-end talent information resources through internal transactions or cooperation.

　　06资源共享：猎头公司之间互换人才库资源，从而快速扩充公司的人才数据库。 一旦猎头公司的人才数据库建好了，那么针对别的公司委托的关键人才招聘服务，就可以直接在猎头公司的人才数据库里寻找匹配的人才信息，然后就可以通过高薪、高职位、好的发展前景、情感线等多种方式来挖取人才。

　　06 Resource Sharing: Headhunting companies exchange talent pool resources to quickly expand their talent database. Once the talent database of the headhunting company is established, key talent recruitment services commissioned by other companies can be directly searched for matching talent information in the headhunting company's talent database, and talent can be recruited through various methods such as high salaries, high positions, good development prospects, and emotional connections.

　　当然，如果有些关键人才在人才数据库里找不到合适人选，那该怎么办？其实，猎头公司还有一绝招：Cold Call，即陌生拜访。针对该类关键人才所处的行业，找到该类行业的大型公司联系电话，就可以通过电话访谈的方式，联系到该公司内部的人才，然后私下跟进和沟通，通过挖墙脚的方式，把他们挖取过来。

　　Of course, what if some key talents cannot find suitable candidates in the talent database? In fact, headhunting companies have another trick: Cold Call, which means visiting strangers. For the industry in which this type of key talent operates, finding the contact phone number of a large company in this industry can be used to reach out to the top talents within the company through phone interviews, and then privately follow up and communicate with them. By digging at the bottom of the wall, they can be recruited.

　　对于猎取一些营销高管、工程师、公司总经理之类的人才，这种方式非常有效。 而作为公司的HR部门，也必须学习猎头公司这种猎才手法。毕竟借助猎头公司，是要付出巨额人才招聘服务费的，而且一旦猎取到的人才快速离职，那对公司来说，将是一项巨大的亏损。所以，公司HR部门在招聘过程中，也必须建立自己的关键人才数据库，将招聘过程中收集到的一些人才信息，存入公司的人才数据库中，积累自己的人才库资源，并辅助一些“挖墙脚”的手法，来猎取关键性人才。HR在猎取关键人才时，一定要有针对性，要摸到对方的习性和活动范围，才能有的放矢。

　　This method is very effective in hunting for talents such as marketing executives, engineers, and company general managers. As the HR department of the company, it is also necessary to learn the talent hunting techniques of headhunting companies. After all, relying on headhunting companies requires paying huge talent recruitment service fees, and once the recruited talents leave quickly, it will be a huge loss for the company. So, during the recruitment process, the HR department of the company must also establish its own key talent database, store some cutting-edge talent information collected during the recruitment process in the company's talent database, accumulate its own talent pool resources, and assist in some "poaching" methods to hunt for key talents. When HR is hunting for key talents, they must be targeted and understand the other party's habits and scope of activities in order to be targeted.

　　曾看过这样一个案例：美国有一家生物制药企业，名叫Chiron公司。随着公司规模的扩大，公司需要大量的药剂师。结果，该公司招聘主管在尝试了互联网和很多其他的搜寻方式之后，他惊讶地发现，在人才市场上，普通药剂师竟然非常紧缺。于是，他不得不采用一些富有创意的手法：跟柜台后的药剂师聊天，谈话的内容包括：“如何与药剂师取得联系？”“药剂师喜欢访问哪些网站？”通过这种聊天的方式，他了解到：药剂师们喜欢在晨会时收听公众电台（National Public Radio）的新闻节目。

　　I have seen a case where there is a biopharmaceutical company in the United States called Chiron Corporation. As the company expands, it requires a large number of pharmacists. As a result, after trying the Internet and many other search methods, the recruitment director of the company was surprised to find that there was a shortage of ordinary pharmacists in the talent market. So he had to resort to some creative methods: chatting with pharmacists behind the counter, including topics such as "How to get in touch with pharmacists?" and "What websites do pharmacists like to visit?" Through this way of chatting, he learned that pharmacists enjoy listening to National Public Radio's news programs during morning meetings.

　　于是，Chiron公司通过赞助本地公众电台，向外界发出了招聘信息。公司原希望有100名候选人露面，结果在一周内就获得了300多名候选人。 此外，公司HR还可以与同行业其他大型公司的HR部门“结盟”，以求资源共享，典型的做法就是“简历共享”，即当公司人才数据库里找不到合适人才时，可以请求同盟公司，因为对方可能有这方面的人才资源，且一时又用不上，这样就可以相互支援。

　　So Chiron company sponsored local public radio stations and sent out recruitment messages to the outside world. The company originally hoped to have 100 candidates appear, but within a week, it received over 300 candidates. In addition, the company's HR can also form alliances with the HR departments of other large companies in the same industry in order to share resources. The most typical approach is "resume sharing", which means that when suitable talents cannot be found in the company's talent database, the alliance company can be requested to recommend them, as the other party may have talent resources in this area that are not needed for the time being, so that they can support each other.

　　对于公司HR来说，学习和借鉴猎头公司的招聘手法是非常有必要的。HR可以通过建立自己的人才数据库，积累人才资源，并结合一些创新的招聘策略，如Cold Call、有针对性的广告宣传、行业联盟等，来提高招聘关键性人才的成功率。

　　For company HR, it is very necessary to learn and draw on the recruitment methods of headhunting companies. HR can improve the success rate of recruiting key talents by establishing their own talent database, accumulating talent resources, and combining innovative recruitment strategies such as Cold Call, targeted advertising, industry alliances, etc.

　　此外，HR在招聘关键性人才时，还需要有针对性地了解目标人才的习性和活动范围，以便更有效地进行招聘。例如，上述案例中的Chiron公司，通过了解药剂师的喜好和习惯，采取了赞助公众电台的方式，成功地吸引了大量药剂师的关注和应聘。

　　In addition, when recruiting key talents, HR also needs to have a targeted understanding of the target talents' habits and activity scope in order to recruit more effectively. For example, in the above case, Chiron Company successfully attracted a large number of pharmacists' attention and job applications by sponsoring public radio stations to understand their preferences and habits.

　　总之，人才招聘是一项复杂而富有挑战性的工作，需要HR不断学习和创新，结合企业的实际需求和市场环境，采取合适的招聘策略和方法，以确保能够招聘到合适的人才，推动企业的发展和进步。

　　In short, talent recruitment is a complex and challenging task that requires HR to continuously learn and innovate, adopt appropriate recruitment strategies and methods based on the actual needs and market environment of the enterprise, to ensure the recruitment of suitable talents and promote the development and progress of the enterprise.

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