HR主要是企業(yè)的管理人員，他們不止負(fù)責(zé)招聘，還有負(fù)責(zé)薪酬、福利、企業(yè)人力資源規(guī)劃等具體業(yè)務(wù)，業(yè)務(wù)范圍比獵頭大的多。而獵頭主要負(fù)責(zé)人員招聘和篩選，為有需要的企業(yè)提供人力資源信息和服務(wù)，單純的是為招聘而產(chǎn)生的崗位。

The difference between HR and headhunters is that HR is mainly the management personnel of the enterprise. They are not only responsible for recruitment, but also for specific businesses such as compensation, benefits, and enterprise human resource planning, with a much larger business scope than headhunters. Headhunters are mainly responsible for personnel recruitment and screening, providing human resource information and services to companies in need, purely for recruitment positions.

一、服務(wù)立場(chǎng)不同

1、 Different service positions

獵頭是服務(wù)于候選人和企業(yè)招聘負(fù)責(zé)人，并且收取一定的服務(wù)費(fèi)用，屬于第三方。HR則處于主導(dǎo)地位，被服務(wù)，屬于甲方。HR是獵頭的客戶來(lái)源，掌管企業(yè)的招聘事宜。

Headhunting is a third-party service that serves candidates and corporate recruitment leaders, and charges a certain service fee. HR is in a dominant position, serving and belonging to Party A. HR is the source of clients for headhunters, responsible for the recruitment of companies.

二、工作內(nèi)容不同

2、 Different job responsibilities

獵頭的工作，針對(duì)的是招聘模塊，圍繞招聘業(yè)務(wù)開展工作，能做到精、專、準(zhǔn)，不涉及人力資源其它模塊。HR則不僅只做招聘，通常情況下還會(huì)接觸人力資源其它模塊的工作，性強(qiáng)，工作面廣，能力要求比較高。

The job of a headhunter is aimed at the recruitment module, focusing on the recruitment business to achieve precision, specialization, and accuracy, without involving other modules of human resources. HR not only focuses on recruitment, but also usually comes into contact with other modules of human resources. They have strong professionalism, a wide range of work areas, and high requirements for professional skills.

三、入行門檻不同

3、 Different entry barriers

獵頭入行，門檻稍微低點(diǎn)，有時(shí)候會(huì)要求學(xué)歷，可以沒有工作經(jīng)驗(yàn)。HR入行門檻高點(diǎn)，要求必須有工作經(jīng)驗(yàn)，有人力資格證書。

When entering the headhunting industry, the threshold is slightly lower, and sometimes educational qualifications may be required, but one may not have work experience. The entry threshold for HR is high, requiring work experience and a human resources qualification certificate.

四、薪資待遇不同

4、 Different salary and benefits

獵頭的薪資是底薪加提成制，每月收入不固定，有時(shí)掙得多，有時(shí)掙得少，起起伏伏，具體看個(gè)人的業(yè)務(wù)能力。而且獵頭的提成周期長(zhǎng)，必須是候選人入職轉(zhuǎn)正后才能拿到。HR的薪資每月是固定的，不涉及提成，少每月能夠有基本的生活保障，工資一月一發(fā)，比較穩(wěn)定。經(jīng)濟(jì)壓力可能比獵頭小點(diǎn)，不用操那么多心。

The salary of a headhunter is based on a base salary plus commission system. The monthly income is not fixed, sometimes earning more and sometimes earning less, with ups and downs depending on the individual's business ability. Moreover, the commission cycle for headhunters is long and can only be obtained after the candidate becomes a full-time employee. HR's salary is fixed every month and does not involve commissions. At least there is basic living security every month, and the salary is paid once a month, which is relatively stable. Economic pressure may be less than headhunting, so there's no need to worry so much.

五、資源渠道不同

5、 Different resource channels

獵頭的招聘渠道相對(duì)廣泛，人脈資源較多。HR的招聘資源更多的來(lái)源于網(wǎng)招、校招、招聘會(huì)、內(nèi)部，資源不多。

Headhunters have a relatively wide range of recruitment channels and abundant network resources. HR recruitment resources mainly come from online recruitment, campus recruitment, job fairs, and internal recommendations, with limited resources.

六、轉(zhuǎn)行發(fā)展方向不同

6、 Different career development directions

獵頭可以轉(zhuǎn)行做人力資源的招聘經(jīng)理，做不了綜合模塊，其它模塊業(yè)務(wù)不熟悉。如果想做全模塊，只能從基層做起，從基礎(chǔ)學(xué)起，需要花費(fèi)時(shí)間和精力學(xué)習(xí)知識(shí)。HR轉(zhuǎn)做獵頭，發(fā)展比較單向，有一定的局限性。

Headhunters can switch careers to become recruitment managers in human resources, but they cannot handle the comprehensive module and are not familiar with other module businesses. If you want to do a full module, you can only start from the grassroots level. Starting from the basics requires time and effort to learn professional knowledge. The transition from HR to headhunting has certain limitations due to its relatively one-way development.