The position of the company's operation director has been recruited for half a year, "online recruitment also spent enough money, but also rejected job fairs, many resumes, right people, but there is not a particularly satisfied candidate, how to find a person for headhunters who can't find a month.". This is the standard for many companies to recruit. Due to the nature of the work, HR is engaged in a series of routine recruitment activities. However, most of the floating talents appear in the talent market, and the common channels for enterprises to recruit executives are not enough.

　　很多人不知道招聘结束后企业找猎头支持招聘这件事很困惑，不清楚是不是有HR，为什么要找猎头?猎头是为那些不知道把钱花在哪里的公司服务的，对吧?小公司不需要猎头，是吗?对于各种各样的问题，小编将在下面给出解答。

　　Many people don't know that after the recruitment is over, enterprises are confused about looking for headhunters to support the recruitment. They don't know if there is HR, why do they look for headhunters? Headhunters serve companies that don't know where to spend their money, right? Small companies don't need headhunters, do they? For all kinds of questions, small editors will give answers below.

　　当有人力资源的时候，你为什么需要猎头?

　　Why do you need headhunters when you have human resources?

　　1. 不同的群体

　　1. Different groups

　　人力资源招聘工作主要服务于公司内部,除了人力资源的招聘,培训,员工评估、员工工资、员工转移和其他模块的工作,招聘,人力资源更多地参与发展招聘计划,建立招聘体系,所以在招聘的能量相对分散;

　　Human resources recruitment mainly serves the company. In addition to human resources recruitment, training, employee evaluation, employee salary, employee transfer and other modules, human resources are more involved in the development of recruitment plans and the establishment of recruitment system, so the energy in recruitment is relatively scattered;

　　猎头公司正面临着整个人力资源市场。与HR相比，猎头更注重高端人才的招聘，有自己的专属行业。在向企业推荐人才时，可以更好的把握准确性，提高企业的招聘效率。

　　Headhunters are facing the whole human resources market. Compared with HR, headhunters pay more attention to the recruitment of high-end talents and have their own exclusive industries. When recommending talents to enterprises, we can better grasp the accuracy and improve the recruitment efficiency.

　　2. 不同的招聘渠道

　　2. Different recruitment channels

　　HR通常通过在招聘网站上发布职位、招聘会、内部推荐等方式招聘人才，渠道相对单一。这种等待潜在求职者上门面试的方式相对于主动搜索来说是被动的。另外，如果求职者对所应聘的职位没有清晰的认识，经过沟通后会发现完全不合适，不仅浪费了双方的时间，也大大降低了招聘的效率。

　　HR usually recruits talents by publishing positions, job fairs and internal recommendations on recruitment websites, with relatively single channels. This way of waiting for potential job seekers to interview is passive compared with active search. In addition, if job seekers do not have a clear understanding of the position they are applying for, they will find it completely inappropriate after communication, which not only wastes the time of both sides, but also greatly reduces the efficiency of recruitment.

　　招聘渠道多元化,除了自己的人才库,人介绍,和其他公共频道,搜索一些社交网站,定向CC人才寻访封闭列表,确定好公司人才的位置,根据位置的特点进一步匹配目标候选人,比人力资源招聘工作更加积极有效。

　　The recruitment channels are diversified. In addition to their own talent pool, people introduction, and other public channels, they search some social networking sites, seek closed lists of CC talents, determine the position of the company's talents, further match the target candidates according to the characteristics of the position, which is more active and effective than the recruitment of human resources.

　　3.每个阶段的候选人实力是不同的

　　3. The strength of candidates in each stage is different

　　对于HR来说，他们一天要处理很多简历和候选人。如果他们不是很重要的人，HR很难一直跟踪一个候选人的情况。如果应聘者有能力胜任工作，但由于缺乏面试经验或不知道如何突出简历而被HR拒绝，这对企业和应聘者都是一种损失。

　　For HR, they deal with a lot of resumes and candidates a day. If they're not very important people, it's hard for HR to keep track of a candidate all the time. If the candidate is competent for the job, but is rejected by HR due to lack of interview experience or do not know how to highlight the resume, it is a loss to both the enterprise and the candidate.

　　猎头的不同之处在于，他们是公司和求职者之间的桥梁。为了促进企业招聘的顺利进行，避免不必要的麻烦，猎头公司会进行面试咨询、离职咨询、背景调查等。很多HR没有考虑到的细节，比如候选人的生活琐事和入职延迟，猎头可以通过沟通和协商来解决。对于求职者来说，HR完全是对企业的，所以有很多难以解释的地方，求职者更倾向于与猎头接触，猎头在求职者的企业中，更经常是朋友一样的。

　　Headhunters differ in that they are the bridge between the company and the job seeker. In order to promote the smooth progress of enterprise recruitment and avoid unnecessary troubles, headhunters will conduct interview consultation, resignation consultation, background investigation, etc. Many details that HR didn't take into account, such as the candidate's life details and entry delay, can be solved through communication and negotiation. For job seekers, HR is totally for the enterprise, so there are many hard to explain places. Job seekers are more inclined to contact with headhunters, and headhunters are more often the same as friends in their enterprises.

　　我相信可以很好的回答“企业明明有HR，为什么还要找猎头”的问题。招聘关系到企业的发展，仅靠人力资源的力量是远远不够的。这也是为什么猎头的成本虽然不低，但企业仍然不愿意降低这部分成本的原因。

　　I believe that we can answer the question "why do you want to look for headhunters when you have HR?". Recruitment is related to the development of enterprises. It is far from enough to rely on human resources alone. That's why the cost of headhunting is not low, but enterprises are still reluctant to reduce this part of the cost.

　　以上就是山东猎头公司对HR与猎头不同之处的详细介绍，想要了解更多请点击官网http://www.shandonglietou.com

　　The above is a detailed introduction of the differences between HR and headhunting of Shandong headhunting company. To learn more, please click http://www.shandonglietou.com