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企业如何选择和评估常州行业猎头公司合作

常州猎头公司的兴起与发展是和常州企业的成长历程是息息相关的，常州企业的高度决定了为之服务的常州猎头公司的上限。任何一个行业的企业基于自身发展对核心重点人才的快速招聘需求，会寻找专业的猎头公司，特别是本行业内有着比较深度资源的行业猎头公司进行合作。那么，如何选择和评估行业猎头公司，成为企业当务之急。作为常州本土猎头公司排名领先者，我们尝试从以下的四个维度对此进行浅析，探索企业在行业化猎头公司的选择合作之道。

The rise and development of Changzhou headhunting company is closely related to the growth process of Changzhou enterprises. The height of Changzhou enterprises determines the upper limit of Changzhou headhunting company serving it. Enterprises in any industry will look for professional headhunters based on their own development demand for rapid recruitment of core key talents, especially those with relatively deep resources in the industry. So, how to select and evaluate the industry headhunting company, become the top priority of the enterprise. As a leader in the ranking of local headhunting companies in Changzhou, we try to analyze this from the following four dimensions to explore the ways for enterprises to choose and cooperate with industrial headhunting companies.

一、合作前：常州企业如何选择和评估行业猎头公司合作；

Before 1. cooperation: how to select and evaluate the cooperation of headhunting companies in Changzhou enterprises;

1、常州企业看猎头公司的行业客户量和成功案例：

首先，行业客户的量是评估猎头公司的首要标准。行业猎头公司区别于一般猎头公司的最大点就在于，猎头公司在行业的合作客户总量是多少。量的积累意味着这家行业猎头公司在行业的纵向深度，也就是行业人才数量的积累；

其次，行业客户成单量或成单率（就是质量）是重要标准。成单量和成单率是衡量行业猎头公司的重要而非首要标准原因在于，是否成单需要企业、猎头、人选三方共同促成，而非猎头公司当方面就能决定的。

1. Changzhou enterprises look at the number of industry customers and successful cases of headhunting companies:

First of all, the number of industry customers is the primary criterion for evaluating headhunters. Industry headhunters are the most different from general headhunters.

2、常州企业应当看猎头公司的行业猎头顾问专业度：

正规的猎头公司之间的差别并不大，但作为行业猎头公司，最大的区别在于猎头公司对于行业，特别是负责对接的猎头顾问是否了解行业的行业信息、发展趋势、人员动态、以及人脉资源等。特别是猎头顾问对行业的专业术语、行业语言等是否有充足的了解和掌握，是企业快速检验猎头顾问是否具备行业专业度的有效方式；言而总之，行业猎头顾问应该具备对行业的深入了解和洞察力，才能更好地理解行业发展趋势、职位要求和企业人才需求，进而提供个性化、专业化的猎头服务。

2. Changzhou enterprises should look at the professionalism of headhunting consultants in the headhunting company:

The difference between formal headhunting companies is not big, but as an industry headhunting company, the biggest difference lies in whether the headhunting company understands the industry information, development trend, personnel dynamics, and network resources of the industry, especially the headhunting consultant responsible for docking. In particular, whether headhunting consultants have sufficient understanding and mastery of the professional terms and language of the industry is an effective way for enterprises to quickly check whether headhunting consultants have the professionalism of the industry. In short, industry headhunting consultants should have in-depth understanding and insight into the industry in order to better understand the industry development trend, job requirements and enterprise talent needs, and then provide personalized and professional headhunting services.

3、常州企业与同行业HR之间资源的沟通交流：

正所谓隔行如隔山，任何一个行业都是有行业壁垒的，行业同样如此。在企业或HR对猎聘行业内中高端人才存在着一定的要求和标准时，可以通过公司、公司领导层或自身的行业人脉圈子去需求了解和帮助，如：发个朋友圈、行业微信群内直接询问、电话咨询同行资深从业者等，这样可以短平快的寻找到适合的备选行业猎头公司。如果是非人力资源（HR）负责招聘工作的，可以向专业的资深人力资源从业咨询。

4、常州企业对猎头公司的成立时间、规模和规范度等的评估：

猎头行业的市场在中国有着三四十年的历史，猎头进入国内市场之后也在根据中国的国情进行着不同演变。国内猎头公司数量颇多，但客观存在着规模和专业度的差异。作为企业选择猎头公司合作，着眼于猎头公司成立时间（十年以上猎头公司优先选择）判断其持久力，着眼于规模（猎头公司至少10人以上）判断其发展力，着眼于规范度（人力资源服务许可证、派遣证等）判断其合法合规性，这些可以作为企业选择行业猎头公司的前置标准。

4. Changzhou enterprises evaluate the establishment time, scale and standardization of headhunting companies:

The market of headhunting industry has a history of 3 40 years in China. After headhunting enters the domestic market, it also evolves differently according to China's national conditions. The number of domestic headhunting companies is quite large, but there are objective differences in scale and professionalism. As an enterprise, it chooses headhunting companies to cooperate, focusing on the establishment time of headhunting companies (headhunting companies with more than ten years of priority) to judge their endurance, focusing on the scale (headhunting companies with at least 10 employees) to judge their development ability, and focusing on the standardization (human resources service license, dispatch certificate, etc.) to judge their legal compliance, which can be used as the pre-standard for enterprises to select headhunting companies in the industry.