Was ist der Unterschied zwischen Headhunting und Personalbeschaffung?

What is the difference between headhunting and corporate recruitment? There are significant differences between headhunting recruitment and corporate human resources department recruitment in many aspects, the most obvious is that headhunting is mainly responsible for middle and high-end talent search, focusing on the elite field, while the scope of corporate human resources recruitment is very wide, the talent span is large, the following Forestown International to introduce in detail what is the difference between headhunting recruitment and corporate recruitment.

Was ist der Unterschied zwischen Headhunting und Personalbeschaffung?

1. Nature of work

Headhunting is usually for specific middle or senior management or professional technical positions, looking for those who can quickly integrate and impact the development of the company's scarce talent. The recruitment of the human resources department of the enterprise covers a variety of positions from the grassroots to the senior level, including but not limited to the integrated management of internal promotion and external recruitment.

2. Recruitment methods

Headhunting services are often a proactive strategy, using their talent pool and network to proactively seek out and convince targeted candidates. In contrast, corporate HR departments may rely more on the traditional way of publicly Posting jobs and waiting for applicants to apply.

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3. Talent quality

Headhunting companies select a talent through quality assessment, performance verification, expert identification, computer evaluation and other means, and select the most suitable for customer requirements among the elite talents recommended by many hunters, so the quality of talents can be guaranteed. The recruitment of enterprises may rely more on recruitment websites, job fairs and other channels, and the quality of the selected talents may be uneven.

4. Service content

The content of headhunting service is more extensive, covering from talent search, screening, evaluation, recommendation, negotiation to the final determination of employment and other links; The service content of enterprise recruitment is relatively simple, mainly on the basis of job demand, to find the right talent for the enterprise.

5. Recruitment efficiency and success rate

As a professional recruitment agency, headhunting companies usually have the advantages of quick response, high matching degree and high recruitment success rate, and can find suitable talents for enterprises in a relatively short time. While enterprise recruitment may need to spend more time and energy to screen and interview candidates, the recruitment efficiency is relatively low.

6. Talent background check

Headhunting companies will do a very thorough investigation of the background of candidates, and even some talents are tracked by headhunting consultants for more than one or two years, and almost have all the information and development trends. Corporate recruiters are less likely to conduct such in-depth background checks.

7. Guarantee

The talent recruited by headhunting generally has a guarantee period of 3-6 months. If the candidate is fired or voluntarily resigns within the guarantee period, the headhunting company will supplement the recruitment within the agreed period, which protects the legitimate rights and interests of the employer. Corporate recruitment may have no such protection.

To sum up, headhunting recruitment and corporate recruitment are different in the nature of work, recruitment methods, service objects, service content, talent quality, service content, talent background investigation, recruitment efficiency and success rate, and security. The above is what is the difference between headhunting and corporate recruitment for you. I hope it will be helpful to you.