Headhunting is a good means for enterprises to recruit talents. Although the headhunting service cost is high and the service still needs a cycle, headhunting companies can indeed recruit suitable talents for enterprises. In the view of Xiaobian, even though some headhunting companies recommend talents slowly, the quality of recommended talents is still guaranteed. So, how can enterprises cooperate with headhunters and cooperate with headhunters to recruit talents?
1、 Provide comprehensive requirements
It is not uncommon for individual enterprises to complain that headhunters are slow to recommend talents, because enterprises give relevant requirements to headhunters to find talents, and talents are also selecting enterprises. Is it not true that high-end talents are not? When encountering headhunter recommendation, talents will first understand the enterprise before choosing whether to join.
In addition, enterprises cooperate with headhunters to recruit talents through headhunters, and the confidence of headhunters to persuade candidates comes from enterprises. When the candidate hesitates, the headhunter can conduct in-depth communication with the candidate according to the conditions offered by the enterprise, including the salary range, what kind of growth space the enterprise can give the candidate, etc.
Therefore, when cooperating with headhunters, enterprises should provide their own needs to headhunters comprehensively, so that headhunters can understand where the real demand point of the enterprise is, and use their own advantages to cooperate with headhunters to recruit talents.
2、 Give timely feedback
Many times, enterprises think that cooperating with Shandong headhunting company and giving money in place is enough, which is a fatal mistake in Xiaobian's view. For example, the headhunter recommended several candidates to the enterprise for interview, and the enterprise did not give any feedback after meeting the candidates. From this point, we can see why headhunters have been slow to recommend talents. Because after the headhunter recommends candidates to the enterprise for an appointment, the enterprise does not say that the candidates are suitable, nor does it say where the candidates fail, what is exactly what the enterprise needs, and so on.
Enterprises and headhunters can't communicate in time, and the feedback frequency is low, which can easily lead to candidates joining other enterprises due to long waiting time. This will not only delay the time of the headhunting company, but also easily cause the loss of the enterprise's own interests.
Therefore, it is suggested that enterprises should correctly understand the cooperative relationship with headhunters from the perspective of their own interests, convey their own needs and feedback on candidates to headhunters, and complete cooperation with headhunters through communication. Come to the website for more relevant information http://www.nmgqlcm.com Consult and understand.