就業(yè)市場龐大卻雜亂，求職者與招聘者都在其中卻兩不相見。因此便出現(xiàn)了求職者與市場間一道“無形的空缺”——求職期待與現(xiàn)實崗位需求間的落差。而獵頭的工作，就是在與企業(yè)客戶、與候選人、與自己的溝通聯(lián)系和交流較量，其實都是一場場的談判，通過不斷拉近用人方和求職方兩者的需求，達到利益的“雙贏”。

The job market is huge but chaotic, with job seekers and recruiters both in it but not in sight. Therefore, there is an invisible gap between job seekers and the market - the gap between job expectations and actual job demands. The job of a headhunter is to communicate and compete with corporate clients, candidates, and oneself, which is actually a negotiation process that continuously brings the needs of both the employer and the job seeker closer together, achieving a "win-win" situation in terms of benefits.

濟南獵頭公司認為，這個獵頭是市場天然的觀察員，他們深知行業(yè)興衰與政策導(dǎo)向息息相關(guān)，行業(yè)波動的周期起落，都被他們看到清清楚楚。如果你想重新投身于職場市場，重新面臨“選擇”與“被選擇”，關(guān)于如何看市場，選賽道，找平臺，身邊有一位做獵頭的朋友，你會聽他們?nèi)缡钦f：

Jinan headhunting company believes that this headhunter is a natural observer of the market, and they are well aware that the rise and fall of the industry are closely related to policy guidance. They have clearly seen the cyclical fluctuations of the industry. If you want to re immerse yourself in the workplace market, face the challenges of "choosing" and "being chosen" again, and have a friend who works as a headhunter around you, you will hear them say:

關(guān)于求職市場

About the job market

比如疫情后，更多高學(xué)歷、高年資的職業(yè)精英回流求職市場，10年以上工作經(jīng)驗的求職者有所增加，而企業(yè)招聘高管的機會卻很少，要求相對高，除了985、211高校碩士學(xué)歷的硬性標(biāo)準，應(yīng)聘者普遍要在35歲以下，且有沖勁、不惜勞力。

For example, after the epidemic, more highly educated and experienced career elites have returned to the job market, and job seekers with more than 10 years of work experience have increased. However, there are few opportunities for companies to recruit executives, and the requirements are relatively high. In addition to the mandatory standards for master's degrees in 985 and 211 universities, job applicants generally need to be under 35 years old, and have motivation and spare no effort.

如果你在招聘平臺上，看到一個職位放出來，一兩個月甚一年都紋絲不動，那很可能不是招不上人，而是沒有這個空缺。相應(yīng)的工作有人兼著做，只是放出來做人才儲備，以備需要時更快招募到合適的人選。

If you see a position on a recruitment platform that has been vacant for a month or two, or even a year, it's likely not that you won't be able to hire people, but that there's no such vacancy. Someone is responsible for the corresponding work, just releasing it as a talent reserve to quickly recruit suitable candidates when needed.

互聯(lián)網(wǎng)大廠對求職者雖然很誘惑，但如果你已經(jīng)將近40歲，還想問有沒有去大廠的機會，要過的心理關(guān)是：能否受得了領(lǐng)導(dǎo)比自己小。

Although internet giants may be tempting for job seekers, if you are almost 40 years old and still want to ask if there is a chance to go to a big company, the first psychological hurdle to overcome is whether you can tolerate a leader being smaller than yourself.

關(guān)于行業(yè)發(fā)展對獵頭的影響

The impact of industry development on headhunting

行業(yè)興衰與政策導(dǎo)向息息相關(guān)，比如一些政策扶持的，快速發(fā)展的行業(yè)，比較容易拿到月薪過萬的職位，好的達到兩三萬，高一些的職位隨便年薪四五十萬，甚上百萬都有可能。

The rise and fall of industries are closely related to policy orientation. For example, in some rapidly developing industries supported by national policies, it is relatively easy to obtain positions with monthly salaries exceeding 10000 yuan, with good ones reaching 20000 to 30000 yuan, and higher positions with arbitrary annual salaries of 40000 to 500000 yuan, or even millions.

而近年來，很多企業(yè)也在探尋轉(zhuǎn)型發(fā)展，企業(yè)需要各種人，而人才畫像卻不清晰。需要獵頭們花大量時間，先梳理企業(yè)的需求，甚參與企業(yè)的用人決策，才可以匹配的人才。

In recent years, many companies have also been exploring transformation and development. They need various people, but the talent picture is not clear. Headhunters need to spend a lot of time sorting out the needs of the company and even participating in the company's hiring decisions before they can recommend matching talents.

有些行業(yè)人員流動性也很大，比如互聯(lián)網(wǎng)公司的項目短的只有幾個月，這些人兩三年跳一次是家常便飯。獵頭的工作節(jié)奏也變得更為緊促，就像節(jié)目中的任務(wù)：48小時交付是正常需求。

Some industries also have high turnover of personnel, such as internet companies whose projects are only a few months short. It is common for these people to jump every two to three years. The pace of headhunting work has also become more tight, just like the task in the program: 48 hours of delivery is a normal requirement.

獵頭是怎樣工作的

How headhunting works

各種渠道深度鏈接候選人

Deep link candidates through various channels

獵頭的日常工作主要是通過各種線上線下的渠道來接觸和溝通人才（獵頭行業(yè)內(nèi)俗稱候選人），向其自己客戶企業(yè)方的相關(guān)職位，并在候選人有意向看機會后，協(xié)助候選人及其客戶方將整個接觸的流程去推進走完。

The daily work of headhunting mainly involves contacting and communicating with talents (commonly known as candidates in the headhunting industry) through various online and offline channels, recommending relevant positions to their clients' companies, and assisting candidates and their clients in advancing the entire contact process once they are interested in seeing opportunities.

根據(jù)獵聘CEO戴總所說：一個資深的獵頭，每年少需要深度鏈接100位候選人。獵頭們和一個人聊天，不會只聊這個人的事，還會盡量打聽這個人單位所有的事，比如想辦法要這個人領(lǐng)導(dǎo)的電話，這個組織中每個人的特性和關(guān)系，都會了解得清清楚楚。

According to CEO Dai of Liepin, a senior headhunter needs to deeply link at least 100 candidates every year. Headhunters chat with a person, not just about that person's affairs, but also try to inquire about everything about the person's unit, such as finding a way to get the leader's phone number. Everyone in the organization will have a clear understanding of their characteristics and relationships.

深度鏈接候選人，通過掌握對方的行業(yè)發(fā)展的整體情況，判斷對方所處的位置，判定這個人下一步的職業(yè)發(fā)展，甚會幫助對方分析辦公室政治，幫對方認清形勢，影響他們的決策，以此實現(xiàn)候選人自身的價值。

Deeply linking candidates can help them understand the overall development of their industry, determine their position, determine their next career development, and even analyze office politics to help them understand the situation and influence their decisions, thereby realizing the candidate's own value.

術(shù)業(yè)有專攻，的事情應(yīng)該交給的人去做。擁有一位信賴的獵頭朋友，他能給你的職業(yè)指導(dǎo)建議，中肯的市場環(huán)境分析，傾聽你內(nèi)心真實的需求，的平臺優(yōu)劣勢分析建議，看到你看不到的市場的另一面。您有需求就來我們網(wǎng)站http://m.szsjdq.com.cn咨詢吧！

There is specialization in the art industry, and professional tasks should be entrusted to professionals. Have a trusted headhunter friend who can provide you with professional career guidance and advice, relevant market environment analysis, listen to your true needs, comprehensive platform strengths and weaknesses analysis and advice, and see the other side of the market that you cannot see. If you have any needs, come to our website for consultation!