【招聘人才】獵頭公司能協助HR聘請合適人才？認識人才管理生態系統

當HR需要進行招聘工作時，吸引和篩選合適求職者是十分重要。同時，以適當的方向激勵和吸引企業的新僱員，並幫助他們了解其角色對業務的重要性；釋放員工的潛力並管理其業務成長和發展；專注於識別和培養核心人才以與企業進行接班人計劃，都是HR的重點工作。

要招聘合適人才，首要了解不斷變化中的業務需求，改進招聘方案、招聘流程及評估標準，並需了解就業市場的招聘生態系統。

人才管理生態系統與獵頭工作
其中，獵頭顧問為客戶尋訪高端專業工作要求的高階管理或稀缺人才，他們提供優質人才諮詢、篩選、評估和推薦，並協助企業聘用高級人才的系列活動。他們的人才庫可能已擁有一批高管職位（C-level）的人才，通過查看競爭對手的員工名單來採取積極行動。當公司招聘部或CEO難以物色特定目標人才時，他們會聘用獵頭顧問（Executive Search）的協助，謀求尋訪合適高端人才填補特定職位。 在尋找經驗豐富的獵頭公司時，HR將發揮重要作用，包括為企業確定合適的服務商及合作夥伴。「中國獵頭第一人」兼北京行業發言人、Master Ascent的北京董事紀雲所長表示，在招聘高管人才的過程中，除了瞄準合適人選外，並聯絡客戶，他的團隊還會為客戶和候選人提供專業建議和分析，包括市場趨勢、薪酬和福利、增加員工對工作投入度計劃、入職流程、留才策略、企業價值和文化創造以及一般管理問題，這些都是獵頭公司為客戶的增值服務。

「在我過去25年與全球招聘諮詢公司合作的經驗，我與人力資源同事和獵頭顧問分享 – 獵頭顧問/招聘諮詢公司服務能協助人力部門深入了解不同區域市場人才情況。獵頭顧問正代表客戶向被動或目標求職者分析及介紹職位、公司文化、領導風格及管理班子的要求，以及代客戶表達作高級管理者的期望和成就。通過使用一套明確嚴格的協議與合適首選的獵頭顧問合作，從而使從業員在適當時機找到合適的人選，擔任合適職位，並收取合理的諮詢服務費。這樣，那些曾經和我們團隊合作的用人主管得到他們需要的人才為業務發揮及時作用。因此，獵頭公司的專業水準及操守是非常重要。在我以前的媒體採訪，有問及獵頭服務是否可以由內部人力招聘取代？我簡單的回答：『他們能協助客戶鎖定高端人選是否合適發揮適當的作用。在我來看，這些服務具價值。為了提升服務水準，我讓所有獵頭公司或招聘公司的服務進行管理和衡量化，包括但不限於以下各項：填補空缺職位的所用的時間，雇員潛力和來源，申請人和招聘經理的滿意度，每次聘用成本和轉換率等』。」

人力資源服務提供者的創造價值︰人才評估、發展與保留
在《從內部成長和發展勝於不斷從外部僱用》一文中，紀雲所長提到公司應創建更多以績效和發展為本的項目，激發現有員工的潛力。公司應提供專業的心理諮詢、人格測試以及發展指導計劃，使員工可以專注於個人及團隊發展。

他繼續說明，人才評估和組織診斷都致力提高人力資源行業的整體服務水準，而關鍵在於創造價值，為企業帶來投資回報。只有提高投資回報率（ROI），才能使更多公司意識到人才評估和組織審核的有效性並廣泛應用，從而使中國的人力資源服務行業實現「預期的技術進步」。因此，獵頭公司的作用不僅限於找出合適人才，他們的服務還可以繼續拓展，通過提供適當的方法在合適時候為公司提供創造性的價值。

你可以免費使用Talent Assessment以了解更多自己的個性、取向和潛力。

Hiring Right – Hire the Right Person for the Right Role – HOW & WHAT ?

Attract & screen in candidates carefully, motivate & engage your new joins with the appropriate orientation and help them understand the importance of their role to the organization, unleash their potential and to manage their career growth and development, focus on identify and develop key talents for succession planning with your business are HR’s key duties.

A headhunter is a company that provides employment recruiting services, they are engaged by firms to find talent and to target individuals who meet specific job requirements. Headhunters may have a pool of high-powered candidates at C-level positions and they may act aggressively to locate talent by looking at competitors’ staff list. When corporate recruiters or CEO have difficulty to reach the batch of targeted candidates, they would enlist executive search to assist in solicit “the person” to fill a specific role. When engaging an experienced headhunter, HR has an important role to identify the right service provider/partner for your organization! According to Mr. Ji Yun, Director of Beijing Talent Consulting & Master Ascent, who is the First Headhunter in China and spokesperson for the industry, he defines this staffing industry apart from targeting and connecting the right candidates from clients, often times, he and his team also assists in providing professional advice to both his clients and candidates about the market trend, remuneration and benefits, incentive plan, onboarding, talent retention strategy, value and culture creation as well as general management issues. These are value added to servicing his clients.

In my past 25 years of working with global recruitment firms, my sharing would be for HR colleagues to partner with the right preferred vendors by using a set and well-defined stringent protocol in order to get you the right person for the right role at the right time by paying a reasonable and agreeable service fees. I am sure those who had customer experience with me and my team would agree no more! I see HR service providers as my external arms of reaching out to the market and they represent client organizations as corporate ambassadors to explain to passive and or targeted candidates about the role requirement and what to expect and to achieve as a professional C-level staff. As such, headhunters’ professionalism is at the highest standard to support corporate senior recruitment. In my previous media interviews, I was being asked if headhunters are replaceable by corporate recruiters? My simple answer to them would be, “they have their reasons to be engaged in assisting corporations in identifying the right person for the right role and they are complimentary to the corporate recruiters in my view. However, all preferred headhunters or search firms should be managed and measured for their service rendered including but not limited to the following – time to fill, quality and source of hire, applicant and hiring managers satisfaction, cost per hire and conversion rate etc”.

Value Creation for Human Resources Service Providers in China – Talent Assessment, Development & Retention

In the article “Grow and develop from within is better than continuously hiring externally”, Mr. Ji Yun, mentioned that the company should create more performance and developmental-based projects to catalyst potentials from existing employees. The company shall provide professional psychological and talent personality test and evaluation; as well as developmental mentoring programmes so that employees can focus on individuals and teams’ development. Mr. Ji continued, both talent assessment and organization diagnosis are committed to improving the overall service level of the human resources industry, and the key lies in creation of value and return on investment for businesses. Only by increasing the ROI, will thereby more companies to realize that the effectiveness of talent assessment and organizational audit, and implement a wide range of applications, thereby allowing China’s human resources service industry to achieve [expected technical improvement. Hence, the role of headhunter is not limited to identifying the right person, their service could be expanded to offer value creation at the right time to corporation by offering the right tools – you may have a free trial here to understand more about yourself – Talent Assessment.

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