Of course there is a difference, and it is huge.

HR, Human Resource, human resource management;

And headhunting is another profession.

So, what exactly is headhunting? What is the difference between headhunting and HR?

Let’s talk about HR first, the abbreviation of Human Resource, that is, human resource management. The full name is HRD (Human Resource Department), human resource management department. The work of HR is relatively trivial, and there are actually many things that need to be understood and dealt with, including: What are the capabilities of department personnel? How is the quality? How much contribution can it make to the company's business development? In addition, many of the company's transactional issues also require HR's intervention, and even some financial issues, public relations issues, and even logistics issues are inseparable from HR's participation.

Head hunting, derived from Latin, originally refers to the American cannibal tribe who cut off the opponent's head during battle and hung it on their waist as a show off.

After World War II, some European and American countries were victorious and looked for the scientists they needed from Germany and many other countries. Like hunting in the jungle, they sent professional companies everywhere to help them find better people. The term Head Hunting Later, they were used to hunt for talents, and the person responsible for this work was called a headhunter.

Headhunting is very different from general corporate recruitment, talent recommendation and job introduction services. The goal of headhunting is always on people with high education, high positions and high prices. Those professionals and management talents with high education, rich practical experience and outstanding performance.

In short, headhunting can be understood as a senior talent agency, playing the role of a "matchmaker" for senior talents and companies.

In Hu Ge's new drama "The Hunting Ground", Hu Ge plays such a "headhunter" who works with senior executives in the workplace and searches for talents for major companies.

Don’t think that the job of a headhunter is very simple. In fact, the targets of headhunters are usually senior managers, and executives are very cautious when changing jobs. A headhunter suddenly appears and wants to poach him to change jobs. If you go to another company, you will be declined politely in most cases.

So, as a headhunter, you must have good communication skills and superb interaction skills. You need to be able to overcome the sense of distance and strangeness between both parties, and establish deep relationships with senior executives in the shortest possible time. Trusting a relationship is a very difficult thing.

The most fearful thing for an executive is that if there is no news about the new position, the company where he currently works hears about it, and he is put into a dilemma, and ends up losing both ends.

The specific approach of headhunters is actually a matter of opinion. Some headhunters like to talk about business management with senior executives, some like to talk about industry anecdotes and topics that are popular in the industry, and some are introduced through friends. Gain the trust of others by leveraging your established high-level connections.

But in short, you must learn to be a good person before becoming a headhunter. It is difficult for a headhunter with a bad character to be trusted by senior management. To become a successful headhunter, you need extremely high IQ and EQ, which is really not the case. Most people can do it.

Finally, regarding HR (human resources management), generally when you first enter the workplace, this department is the first one you come into contact with.

I will not go into details here about the basic functions of HR, but I can briefly talk about some of the differences between HR and headhunting:

1: Recruitment channels are different

The main channels for recruitment managers (HR) are major recruitment websites or vertically segmented recruitment sites to post jobs for submission, and they will also actively purchase resume downloads;

But headhunters are not. In addition to recruitment websites, headhunters have at least 10 other ways to find people, such as:

In-house talent pool, targeted CC list, referral of candidates, LinkedIn Weibo and other social networking sites, QQ WeChat community , list of industry gatherings or summits, media where the candidate often appears, internal rewards or peer recommendations, industry associations, and upstream and downstream supplier recommendations for the candidate.

There is a "3-4-3 rule" in the talent market:

30% of active job seekers mainly look for jobs through recruitment websites, and 40% of passive job seekers usually do not I will take the initiative to submit my resume, but if a good opportunity comes to me, I might consider it.

The quality of candidates in the passive job search market is generally higher than that in the active job search market. This is the core reason why China’s online recruitment market currently has a scale of less than 7 billion, while the size of the headhunting recruitment market exceeds 30 billion.

The other 30% of elite talents are either company partners or core personnel bound by shares and usually do not change jobs.

The core value of headhunting is to tap the 40% of the passive job market. It is definitely not to go to recruitment websites and stare at resumes that are updated every day.

Two: Headhunters need to provide interview coaching

Many candidates have not looked for a job for a long time, and of course they have no interview experience.

The interview coaching that the headhunter needs to do before the candidate interview includes: instructing the candidate to arrive on time, dress, mental outlook, conversation and behavior, the position of the interviewee, the core points of the company's concern during this interview, etc.

Corporate HR can usually only provide candidates with the interview time and location, and the candidate's experience is of course different.

Three: Headhunters should provide exit counseling

When a company sends offers to candidates, HR may feel that they can just sit back and relax and wait for the candidates to join. In fact, this is not the case. At least 40% or even More candidates were retained by their bosses in various ways when they submitted their resignation to the original company after receiving the offer.

Headhunters are different. If the company does not follow up with the candidates to complete the resignation handover procedures after sending the offer, all the previous efforts will be in vain. Therefore, headhunters attach great importance to candidates’ resignation counseling, and the content of the counseling will be based on different candidates. It depends on the different environments you are in, and there are no specific words or content.

Four: Headhunters need to do background checks

HR may also do background checks, but in the eyes of headhunters, in addition to verifying the candidate’s experience, background checks also contain business opportunities. :

Background checks usually involve calling the HR of the three previous companies to verify the candidate. A powerful headhunter can not only complete the background check of the candidate but also obtain new customer recruitment needs.

Headhunters want to do back-up jobs from the bottom of their hearts, because this is the best way to get BD clients.

Five: Headhunters should provide onboarding counseling

Newcomers are often lonely and unfamiliar when they first arrive at a company. This is the time when they need someone to care. Are various salary packages fulfilled? Is the working style adaptable? And whether the communication between superiors and subordinates is smooth, whether you are satisfied with the job arrangement, etc...

These all need someone to communicate, and headhunters attach great importance to the onboarding and follow-up work, otherwise the candidates If you are not happy with your job and have to resign during the warranty period, it is a very uneconomical deal.

As for HR, their energy is limited and they have more transactional work to do besides recruitment.

Six: There are countless business opportunities in the eyes of headhunters

HR only sees a job applicant as a resume, but for headhunters, they can at least see a high-quality job applicant. 20 business opportunities, so from a profit perspective, headhunters care more about candidates than HR, so the recruitment experience is naturally better.

In the eyes of headhunters, a high-quality candidate changing jobs means at least the following 20 major business opportunities:

1: The company will need to fill new positions soon

2: The upstream and downstream suppliers of his position will change

3: He may take a break to travel or vacation

4: He may choose new vocational education and further study opportunities -Advanced Vocational Education

5: He may move and need to rent a new house

6: He needs to re-evaluate his health -Health Management Company

7: Food recommendations around his new company

8: He may need image design or clothing requirements-beauty or clothing customization

9: He will join a new company in the future The company may need a new headhunting partner

10: His partner may leave together to develop business opportunities in his partner's company

11: He needs a higher social circle - community or sports Club

12: Single people may need to find a partner-marriage agency

13: He hopes someone will take care of his spare assets-investment bank

14: Him May need new career planning-assessment consulting services

15: The candidate does not want to cut off the social security in the current city but goes to another place-social security agency business

16: The candidate may leave his parents or Children - Housekeeping and nanny companies

17: Managers who choose to work in remote locations may want to get rid of their used cars - Used cars

18: Candidates may move - Moving companies

19: Match the candidate with similar sports enthusiasts nearby who are at the same or higher level as him

20: Labor disputes may arise when leaving the company - lawyer services

Now you finally understand why headhunters are so enthusiastic. These are just some of the shallower interests. Many headhunters and candidates have gone from strangers to acquaintances, from acquaintances to friends, and in the end some even became personal partners, which has completely transcended the interest relationship.