Many people don't know about Shandong headhunting company. As usual, Jinan Shunxing Human Resource Management Co., Ltd. will take you to understand the reasons that affect the recruitment efficiency. What are the reasons!
1. Many headhunters have vague business positioning
Under the background of knowledge economy, many new technologies are applied from time to time, such as network, wechat, high-end social platform, etc. The application of these platforms makes the resources available to the headhunting company rich from time to time. In addition, the information transmission technology such as advertising is also mature from time to time, so that the talent information of the headhunting company can be updated in time. As a result, the talent information base and business of headhunting companies expand from time to time, which makes many headhunting companies only focus on making money, rather than "specialized", that is, they do not have a deep understanding of functional talents in various industries, resulting in poor service quality. After analyzing several well-known headhunting companies abroad, experts found that many headhunting companies have great influence on their operation because they have a deeper understanding of one or more industries and functional talents, and have established a targeted service system in each industry. In short, headhunters need to establish professional advantages in one or more areas. Founded in 2009, luole.com has been focusing on the field of architecture from time to time for more than ten years. Its intensive work in the field of architecture has also cultivated its professional advantages in the field of architecture.
2. Slow response to orders
The headhunting industry in China can start late and develop rapidly. Because of this, the industry standard of headhunting industry in China is not perfect, and many headhunting companies often stop vicious competition in order to seek an order. The theory of seizing the market is not based on vicious competition, but on how to provide customers with satisfactory candidates in the fastest time.
As a consulting service industry, the service provided by the headhunting company is difficult to stop in batches. Often, there are multiple orders on the headhunting consultants who provide theoretical service, and it is difficult for the headhunting consultants to ensure the service quality of all order customers within the unit time.
In theory, we can find that the service quality is inversely proportional to the number of service objects required by the headhunter. As a profit-making headhunting company, it needs to find out the fit point, and at the same time to ensure the service quality, distribute orders to the headhunting staff as much as possible. Here, the order response speed of the headhunting staff is particularly important. How to make the order response speed of the headhunting staff improve? It requires the operators and managers of the headhunting company to coordinate well, and develop a simple operation process and management mode, so as to improve the order response speed of the headhunting staff and ultimately improve the recruitment efficiency of the headhunting company.
3. Lack of professional quality of headhunting staff
At present, the staff degree of headhunting companies is mainly undergraduate, and their working experience is relatively poor. Most headhunting staff work in the recruitment industry after graduation. Rollercoaster.com mainly summarizes the defects of headhunting recruitment staff from the following aspects.
Not enough experience
Because of the particularity of headhunting work, headhunting staff need to face high-quality talents and experienced human resources directors, so the professionalism of headhunting staff is very important. Especially in the telephone communication and face-to-face communication, the field control ability is relatively lacking, which makes the whole dialogue link in an unequal position, and can not effectively guess the expectation of customers or the career selection attitude of senior talents, which is an important reason for the low recruitment efficiency.
Understanding of occupation needs to be deepened
Because of the above content, many headhunters and staff officers have not rich employment experience, which makes their understanding of the position is not deep enough. According to rollercoaster, the reasons for this lack of understanding come from both internal and external aspects. The internal factor lies in the lack of personal charm of the headhunting staff, that is, they can not grasp the precise employment needs of the order customers; the external factor lies in the lack of the headhunting staff's understanding of the operation positions, and their work experience needs to be accumulated.
Lack of industry or professional background
Due to the rapid development of headhunting industry, many headhunting companies have expanded rapidly, and the staffing of headhunting companies has grown from time to time. Behind the appearance prosperity, the level of headhunting staff is uneven.
An excellent headhunting staff should have many years of working experience, and focus on one or more industries after becoming a senior staff, and have a good understanding of industry knowledge, industry background, industry development prospects, etc. At present, most of the headhunting staff of the headhunting companies are mainly from the liberal arts professional background, lack of understanding of other science and engineering industries, which hinders their understanding of the positions, and ultimately leads to inefficient recruitment.
Lack of keen perception and discrimination
Keen perception and discrimination are essential skills for a senior headhunter. In short, this kind of ability is a kind of experience, which needs to be accumulated from time to time.
At present, the average age of headhunting staff in many headhunting companies is not more than 28 years old, and their experience in all aspects is relatively lacking. Most of the orders are achieved mainly due to the sufficiency of their own talent pool. Whether the effect of success can be achieved or not has little to do with the personal ability of headhunting staff. Therefore, headhunters need to cultivate and introduce experienced headhunters from time to time.