Will Your Executives Respond To The Olive Branch Of The Headhunter?

< p > although people often hear "a href=" http://www.91se91.com/news/index_h.asp "executives" /a "complain of lower employees' disloyalty to the company," these executives themselves are one of the most unfaithful employees of the company. "

Research shows that the higher the level of executives, the more willing to participate in job search.

The lack of loyalty to the company "indicates a certain problem of the overall management of the company." in the database of researchers, most companies "often give up their employees at random and look for new candidates outside.

So in this respect, it is not surprising why 52% of people are willing to consider leaving.

That's the way companies treat them - they can be abandoned.

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< p > in addition, the current employees hope to be able to work in many different companies during the period of < a href= "http://www.91se91.com/news/index_cj.asp" > career < /a >, which has changed greatly compared with the previous years.

At that time, employees wanted to have a lifetime employment system, and then got career development guidance within the company.

Now, everyone is managing their career path - finding opportunities for on-the-job training to enable them to acquire a wide range of skills, build up their network of interpersonal relationships, and find their career mentors.

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< p > researchers found that executives with career breadth, including international work experience, are more likely to accept headhunting services.

It can be seen that when executives change jobs in cities or countries, "they do not have strong ties with organizations.

This also allows them to leave the company more easily. "

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< p > it is not only geographical mobility that affects executives' response to < a href= "http://www.91se91.com/news/index_p.asp" > headhunting /a >.

The more experienced the cross functional departments and business departments are, the more likely they will be in the same company even if they are in the same company, because they can learn more from the broader opportunities shown in front of themselves.

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< p > if executives' financial position is higher than the standard level and the remuneration provided by them is higher than that of other similar companies, they will be less likely to find new jobs elsewhere; the longer the executives are working at the current company, the lower their willingness to participate in talent selection; the longer the executives are replacing the new company, the lower their interest in finding new jobs outside the company.

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< p >, the researchers point out that on the other hand, if there is something shocking and may affect future career prospects, it will also enhance the possibility of job seekers.

Examples include mergers and acquisitions, CEO turnover, or major reorganization in the past two years, that is, "this massive exchange of blood means that jobs may be lost and jobs will change, and we do not know what the future will look like."

In politics, for example, he said, "the candidate you support falls behind in the polls; you have a place in his or her management team during the election.

Would you talk to headhunters? "

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< p > for those executives, if a headhunter comes to himself and agrees to become a candidate for an unspecified position, he or she will need to bear certain costs, including the time and energy for preparing the interview, finding the right referee, and the psychological cost that may be caused by rejection if the job is not successful.

At the same time, it may also be found by the current employer that the executive is interviewing another job.

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"P" at University, teachers will "look for external job opportunities and pretend they are willing to accept some of them, because it is a way for them to ask for an opportunity to raise their current salary."

In the company, this way will not bring benefits, and in fact, it may also bring negative effects.

Your reputation will be impaired, affecting the development of the company, and other people's reluctance to recommend you to other positions.

Therefore, agreeing to be a candidate for headhunters will be at risk.

But it is true that headhunting advisers are good at keeping secrets.

"The risk that your current employer finds in your job search is not very big.

But of course, the farther you go on this road, the greater the risk will be. "

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< p > research shows that in 2011, the company spent 10 billion 400 million dollars on talent search, but in another survey, according to the reply of nearly 2500 executives, "the first factor that prompted executives to find new jobs is to receive executive head hunting calls."

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< p > although researchers did not get the names of executives, they obtained relevant information about their current and previous jobs (for example, their titles, functions and branches in the industry), as well as their educational background and international work experience.

Everyone's employer information can also be obtained from other databases.

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< p > > a href= "http://www.91se91.com/news/index_x.asp" > Chief Executive Officer < /a > and board chairman accounted for 13% of the database, executive vice president and senior vice president accounted for 18%, including directors, vice presidents, general managers and partners, senior managers accounted for 48%.

The rest are managers and professionals.

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Among the respondents, 45% were employed in investment banking and securities companies, 23% were employed in < a href= "http://fz.sjfzxm.com/" > capital management /a > companies and fund companies, 20% came from banks, and 12% were in financial companies.

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In the face of headhunting, P executives, executive vice presidents and senior vice presidents are more likely to say yes than executive vice presidents.

Among all executives, the executive vice president is the easiest candidate to accept headhunters.

In addition, Asset Management Co and fund companies and investment banking executives are less likely to participate in talent search than domestic and international banks and Consumer Finance Companies colleagues.

Compared with those who work in management, there is a lower tendency for senior executives of auxiliary function departments to take part in job search.

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< p > in view of the uncertain economic situation, how can companies avoid job hopping? The answer seems to be obvious: fostering talents within the company, giving employees opportunities to develop and improve within the company rather than looking for opportunities outside the company.

But whether these answers can be turned into reality?

"The current company is more inclined to recruit from outside the company. In the process of restructuring, it will speed up the progress of cost reduction, and also show merciless dismissal of employees.

All this reduces employee loyalty. "

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