Ka (key account mode)

　　这是最传统的猎头的模型,它是大多数猎头公司采用的模型。这个模型的核心是一种以客户为中心的方法,构建一个团队和消化所有的客户的立场,无论功能。

　　This is the most traditional headhunting model, which is adopted by most headhunting companies. The core of this model is a customer-centric approach, building a team and digesting all customer positions, regardless of function.

　　该模式的逻辑是:先开发客户端，获取客户端的工作需求，然后根据工作需求搜索候选人，从客户端开始到最终找到候选人是一个线性的过程。

　　The logic of the model is: first develop the client, obtain the work requirements of the client, and then search candidates according to the work requirements. It is a linear process from the client to the final candidate.

　　KA模型的优点是几乎没有客户开发压力，有几个客户就足以让一个团队工作。在房地产行业中，最有名的是少数几家只做客户、做千万猎头的公司，真的会把KA模式发挥到极致。

　　The advantage of Ka model is that there is almost no customer development pressure, and several customers are enough for a team to work. In the real estate industry, the most famous one is a few companies that only do customers and tens of millions of headhunters. They will really bring Ka mode to the extreme.

　　PS模式

　　PS mode

　　(主动专业化主动关注)

　　(active specialization and active attention)

　　这是英国猎头最青睐的模式，迈克尔?佩奇(Michael Page)将其提升到了一个新的高度。

　　It's the most popular model for UK headhunters, and Michael page has taken it to a new level.

　　然而,中国搜索市场开始理解这种模式,在中国是Robert Walters发展,因为迈克尔页面模型与掌握,但议员一般只招收没有猎头经验的新的文化,与其他猎头沟通不多,但RW喜欢从其他猎头公司招聘有经验的顾问,自然引起了业界的关注。

　　However, China's search market began to understand this mode. In China, Robert Walters developed it because Michael's page model and mastery, but legislators generally only recruit new culture without headhunting experience, with little communication with other headhunters, but RW likes to recruit experienced consultants from other headhunting companies, which naturally attracted the attention of the industry.

　　该模型从候选端开始。顾问进入岗位后，确定了一定的职能方向。在这个职能方向上，需要找到大约200名正在寻找机会的中高端管理人员。每年，一些候选人会发现新的机会，所以咨询公司需要不断地招聘新的候选人。

　　The model starts from the candidate end. After entering the post, the consultant has determined certain functional direction. In this functional direction, we need to find about 200 middle and high-end managers who are looking for opportunities. Every year, some candidates will find new opportunities, so consulting companies need to constantly recruit new candidates.

　　PS模式在功能领域具有很强的竞争优势，尤其是财务模块。财务比hr更容易做，因为财务更技术化，而hr需要更高的eq，无法建模。PS模式在行业内与KA模式的竞争中没有任何优势。这是因为他们的思维方式是“点”型，而KA模式的思维方式是“面”型。

　　PS mode has a strong competitive advantage in the functional area, especially in the financial module. Finance is easier to do than HR because finance is more technical and HR needs higher EQ and cannot model. PS mode has no advantage in the competition with KA mode in the industry. This is because their thinking mode is "point" type, while Ka mode is "face" type.

　　货币政策委员会模型

　　Monetary policy committee model

　　(最可替代的候选人)

　　(the most replaceable candidate)

　　此模式源于PS模式。该模型最适合于候选人稀缺的一些领域，如人工智能、大数据、算法、无人驾驶、区块链、物联网等新兴领域，候选人少，客户需求强。一些高度复杂的领域，如制药研究科学家、投资高管和外国律师，就符合这种模式。

　　This mode originates from PS mode. This model is most suitable for some areas where candidates are scarce, such as artificial intelligence, big data, algorithm, driverless, blockchain, Internet of things and other emerging areas, with few candidates and strong customer demand. Some highly complex areas, such as pharmaceutical research scientists, investment executives and foreign lawyers, fit this pattern.

　　对于这些职位，顾问需要保持冷静，以应对工作需求，而寻找候选人可能很困难，不一定是定制的。对于这种类型的职位，正确的方法是找到那些愿意首先考虑机会的候选人，然后才更容易找到工作。

　　For these positions, consultants need to stay calm to meet the needs of the job, while finding candidates can be difficult and not necessarily customized. For this type of position, the right way is to find candidates who are willing to consider the opportunity first, and then find a job more easily.

　　MPC模型并不适用于所有的顾问。

　　The MPC model is not applicable to all consultants.

　　首先，MPC模型顾问应该善于研究，其次，他们应该有勇气与高管沟通。MPC模式无法通过HR找到客户，直接与直线经理联系更有效。在很多情况下，HR可能不知道直线经理的要求。

　　First, MPC model consultants should be good at research. Second, they should have the courage to communicate with senior executives. The MPC mode cannot find customers through HR, so it is more effective to contact the line manager directly. In many cases, HR may not be aware of line manager requirements.

　　对于稀缺的人才，即使没有岗位，在很多情况下也可以为他们创造一个新的岗位。MPC是开发客户的利器，是攻击客户的利器。当HR已经为太多的猎头公司而烦恼的时候，是猎头公司能够找到HR喜欢的稀缺人才。

　　For rare talents, even if there is no post, in many cases, they can also create a new post. MPC is a powerful tool for developing customers and attacking customers. When HR has been bothered by too many headhunters, it is the headhunters who can find the scarce talents that HR likes.

　　以上就是对济南猎头公司经营模式的详细介绍，想要了解更多请点击官网http://www.shandonglietou.com

　　The above is a detailed introduction to the business model of Jinan headhunting company. To learn more, please click http://www.shandonglietou.com