Headhunting: Battlefield Of Talent, Money And Game

After the change of major shareholders into Shenzhen metro, Vanke began to adjust the salary system of employees, and the sharp headhunter sniffed the restlessness. Many Vanke middle level received frequent headphones recently.

Where there are people, there are benefits.

Headhunting company, with its natural Fox's cunning and sensitivity, never gives up every headhunting business opportunity. It is especially good at catching ephemeral hunting opportunities in turbulent times, so there is the beginning of the article.

As competition for talent and professional mobility intensifies, headhunters -- as an important promoter of the precise matching of high-end talent and employing enterprises, have become increasingly active in the global talent market.

Nowadays, as a unique industry, headhunting has begun to emerge in China's capital market, and has attracted the attention and popularity of the market.

Zhaopin, which was listed on NASDAQ in the US, started privatization at the end of last year, and is about to return to the IPO listing in China.

Insiders said that this shows that the market still has expectations for the future prospects of the high-end talent industry.

Today, with the innovation driven development, the complementarity and crossover between the two industries make the candidates of high-end hunting hunting candidates more scarce, high-end, confidentiality and high risk than the demand side enterprises.

How to become a hunting head hunter and how to become a headhunter favored by talents? These problems seem to have dual definition of investment and self-discipline in the industry. As the most basic candidate in the whole hunting and employment process, value sedimentation is very critical.

In the eyes of the industry, a person with an ideal entrepreneur is more likely to be recognized by headhunters and enterprises than those who are rich in professional managers' mentality.

In 1992, the headhunting department was established in Shenyang with the help of technology, and the first page of the history of domestic headhunting was unveiled.

Headhunting is closely related to the distribution of talent, and the place where senior talents get together is the place where headhunters get together.

According to a survey conducted by the recruitment network, Shanghai has concentrated 25% headhunters. Beijing has gathered 23% of the headhunters, ranking third in Guangzhou, headhunting density of 11%, and Shenzhen with the same crowd has 8% headhunters, and the top four cities have gathered 67% head hunters nationwide.

Obviously, the north and Guangzhou Shenzhen are concentration camps for all kinds of high-end talents.

The hunting industry is on the rise, and the object of hunting is changing.

AI research released the 2016 China high end headhunting industry research report. At this stage, from real estate enterprises to household electrical appliances enterprises to Internet companies, they are generally exploring new ways of cross-border business development, the speed of cross-border development is accelerating, the new industries and new posts are not poor, and the demand for high-end talents of enterprises is also showing diversified characteristics, and the demand for compound high-end talents is also growing.

Taking the banking sector as an example, ten years ago, the banking sector in China might have only known savings and public business. Until now, with the penetration and integration of international capital, technology and culture, investment banking, direct banking, finance and Internet have been constantly heard.

Among them, the injection of cross-border talents is the core force to promote innovation in the field.

Lina, senior director of international business at CREE, told the twenty-first Century economic news reporter that in recent years,

Almost equal to cross-border, not only finance, but the hot candidates for enterprises are often subdivided into cross industry and cross-cultural directions, or "double span" talents.

"This also provides new opportunities for high-end talents to look for the industry."

At present, the consumer financial field of fire is the market that many commercial banks look for. The CEO post is not only required to be familiar with the financial business itself, but also to understand the Internet thinking.

From the perspective of talent demand, it is the embodiment of "two span" talents.

CREE international Lina said that it reflects the ability of candidates to learn and extend from one dimension to another dimension, that is, the extension from the field of knowledge and ability and the extension of cultural dimension.

The headhunter's daily work includes research and tracking of industry demand and talent distribution. Once the customer needs are flashed, the resources in the early stage will be pformed into potential values.

At the same time, in the process of industrial convergence, the flow of talent has also created opportunities for headhunters to accumulate human resources.

Han Meimei, a consultant in Guangzhou branch of Zhaopin recruitment office, said in an interview with the twenty-first Century economic report that high end headhunters are attractive to candidates and can touch the information of interest points. They will also find potential objects with innovative blood, entrepreneurial genes, and dare to challenge cross-border opportunities, which greatly enrich the source of candidates' excavation.

"People who can successfully pform in the context of accelerated financial and industrial development tend to be more popular in the future career development."

The opening scene of "the extreme agent 3" has kept many audiences in mind.

Jackson, the leader of the big brother Samuel, successfully persuaded Neymar to join her own team in a passionate speech.

This kind of "chicken blood" speech is also a common bridge in Hollywood blockbuster.

The same is true of headhunting.

The selection of qualified personnel not only requires higher staffs' ability of thinking and ability, but also requires higher job hunting ability.

"Danger is organic.

If you want to be unique, you should choose the best talent to help the enterprise to explore the way, not only need to clarify the talent distribution and talent ability, the way of thinking and weft, but also combine the cultural attributes and industry characteristics of the enterprise to the personality and values of the qualified personnel, which is a big challenge in the high-end recruitment.

CREE international confessed to Lina.

"High end headhunters can't persuade Daniel to join them by pressing their tongue."

Zhaopin recruitment Han Meimei (pseudonym) is the expression.

High end headhunting work is more like a depth survey reporter, first of all, careful industry research, followed by targeted expansion of interpersonal networks, digging three feet at the same time, finding suitable objects, then personality judgment, and finally, background investigation, cross validation - colleagues, customers, bosses, subordinates, sometimes not less than 10 people.

When comparing the relevant business descriptions of many large headhunting institutions in China, the reporter noticed that when hunting for cross industry and cross cultural talents, a general view was generally accepted. When engaging in high-end recruitment, the self cognition of enterprises is usually clearer: when they are well versed in demand, they need to know where the "human blue ocean" coordinates.

The strength of hunting and appointment is also highly competitive from the perspective of salary, share, profit sharing, and finance, and it begins to be very picky about the requirements of candidates.

Candidates need to be highly matched with needs in terms of competency, values, job motivation and responsibility.

Therefore, the whole hunting and appointment atmosphere shows the characteristics of Matthew effect, and at the same time, it has both the right and proper principle.

At present, the practice of front-line headhunting institutions mainly delineate the candidate's comparative screening mode based on "level dimension" and "time dimension".

"Because enterprises need to use high-quality talents to help enterprises explore new ways and seek new breakthroughs and stability.

This requires the headhunters to be more scientific about the screening system of candidates.

CREE international Lina talked about a headhunting experience of a senior consultant in the group when he received an exclusive interview with the economic news reporters in twenty-first Century.

A Chinese foreign joint venture insurance company needs to find a CEO. According to the characteristics of the company, the candidate must have experience in state-owned enterprises and foreign insurance companies.

Customers only give 30 days of "hunting" time, excluding customer interview process time cycle, only about half a month's actual process time.

"We found almost 10 days to find this suitable executive person. We need to screen 50 people in 10 days, but we finally found the right person and completed the task."

How do you do it? CREE international revealed to Lina that the company first delineates high level enterprises, middle level enterprises and weak level enterprises according to the needs of customers in the field. In short, it chooses the leaders, competitors and pursuers of the target itself. Each level selects 5 or so reference enterprises in advance, and then determines the higher level, the same level, the lower level, and the "predecessors" and "incumbent" positions of each target enterprise.

In this way, the number of candidates for CREE international is 15 X 3 X 2 =90.

That is to say, in order to select a qualified cross border talent, we usually need to prepare 90 candidates for election.

Of course, based on more efficient and quality considerations, we will focus on the analysis of high-quality resources in the "level dimension" and ignore the "catch-up". Therefore, the "level dimension" usually selected is 1-2, so generally speaking, 50 to 80 candidates are the most common choice.

CREE international introduced to Lina that when a certain market is still in the exploratory stage, "trial and error" is inevitable.

"Select the best group, and then break it from the perspective of salary, share, profit sharing and finance, and promote matching between supply and demand sides."

For high-end headhunters, it is difficult to assess whether it is a buyer's market or a seller's market.

In the industry view, the two IT Daniel, even if it is the same level, the price is also contemptuous chain.

Zhaopin recruitment Han Meimei (a pseudonym) believes that high-end technology talents "worry", smart city, AI, big data...

The conclusion is that the age is between 28-35 years old, and the technology workers in the market are scarce.

"It's either the Daniel on the professional line or the big technology in the field of technology and business. The professional ability is always hardware, and it is the high-end talents who walk the experts.

There are also comprehensive leadership skills, including business capability innovation, strategic vision, and whether it can lead to change.

CREE international Lina said that China's economic pformation, they also see the high-end talent an important characteristic: the ability to continuously innovate learning, "we find that the talents, their learning ability and habits are a natural quality, they are always open to the new field of exploration, and the essence of things is better than many people."

There is a natural wave of talented people who are welcome.

Looking for headhunters, "insincere" talents are most likely to be "blacklist" permanently.

For example, a candidate can not be accepted by the profession if he conceals some professional resume, conceals his true post title, and misrepresents his salary.

At the same time, "trading mentality is too heavy" is also a great failure.

The more high-quality headhunter can judge the value of talent the more comprehensive, the more qualified people will not make up their own value, so they will lose both sides, but the most hurting is the candidate himself.

CREE International said at Lina.

From an enterprise perspective, an enterprise is like investment.

Even so, the positions that are commissioned by headhunters often have scarcity and high risk.

"Before hiring a CEO, the business will give a year and a half to adapt, and now it will be up to a year to see if it can bring about the desired change and results."

Yu Lina said that most enterprises are now adapting to the pace of survival of the fittest in the development process, and the pressure of trial and error on high-end talents is increasing.

"Compared to opportunistic bargaining professional managers mentality, with investment ideas, value added" entrepreneurial mentality "talent is easier to enter the heart of headhunters and business executives.

CREE International said at Lina.

The CEO of the aforementioned Sino foreign joint venture insurance company also gave up its high salary and existing shares before leaving the original company.

However, when the enterprise finally learned that his job motive was optimistic about the company's future development prospects and willing to take corresponding risks, it not only made a commitment to pay, but also added the original stock price consideration to the company's shares again.

Yu Lina said that the cost of investment is second, and the more high-end enterprises value the motivation and mentality of job seekers.

Iron must also be hard, and the quality of headhunters should not be ignored.

In twenty-first Century, the economic news reporter had exclusive reports, and A share headhunting companies dug a 1 million 800 thousand annual salary, at least 450 thousand of the business cost.

The headhunters who really make a big list are mostly headhunters who grasp some special resources, so we can say that headhunters are resource integrators.

Zhaopin recruitment Han Meimei (pseudonym) talked about a headhunting experience: many years ago, she was interested in helping Guangzhou Wrigley Company dig a packaging design executive. When the first contact, the other side thought that the development of the Wrigley business was poor.

Later, he learned the news of Marx's takeover Wrigley, and the Guangzhou municipal government was going to introduce a series of policies to consolidate the "headquarters economy".

When you contact again, the headhunter asks the other person only one sentence. Do you look bad about the future development of the Wrigley? The executive agrees: "I'll give you CV, and I can see the position you recommend."

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