人才招聘是HR的一項(xiàng)重要工作，也是一項(xiàng)頗有壓力的工作。

　　Talent recruitment is an important and stressful task for HR.

　　有的人認(rèn)為招聘就是對(duì)外發(fā)布一下招聘信息，然后再對(duì)應(yīng)聘者進(jìn)行一番面試，挑選出滿意人才的過(guò)程。說(shuō)起來(lái)輕描淡寫，似乎非常容易。其實(shí)，HR的人才招聘分為兩類，一類是普通人才，像一些專員類、基層類管理人員，這類人才的信息資源非常多，HR往往通過(guò)一些常規(guī)的招聘手法就可以順利完成工作，常見(jiàn)的是：招聘網(wǎng)站、人才市場(chǎng)現(xiàn)場(chǎng)招聘會(huì)、校園招聘、內(nèi)部員工引薦等。但對(duì)于一些稀缺的關(guān)鍵性人才，如技術(shù)人才、高端管理人才，這類招聘就不那么簡(jiǎn)單了，也是HR頭疼的事。

　　Some people believe that recruitment is the process of posting job postings to the public and then conducting interviews with applicants to select satisfactory talents. To put it lightly, it seems very easy. In fact, HR talent recruitment can be divided into two categories. One is ordinary talents, such as specialists and grassroots managers. These talents have a lot of information resources, and HR can often complete their work smoothly through some conventional recruitment methods, such as professional recruitment websites, on-site job fairs in talent markets, campus recruitment, internal employee referrals, etc. But for some scarce key talents, such as professional and technical talents, high-end management talents, this type of recruitment is not so simple, and it is also the most headache for HR.

　　因?yàn)檫@類關(guān)鍵人才處于人才體系金字塔的上層部分，屬于社會(huì)精英，數(shù)量非常。對(duì)于企業(yè)來(lái)說(shuō)是一種稀缺資源，而且往往都已有較好的工作，不會(huì)流入人才市場(chǎng)，在招聘網(wǎng)站上也很難搜索到這類人才的信息。如何把他們找出來(lái)？

　　Because these key talents are located in the upper part of the talent pyramid and belong to the social elite class, their numbers are very rare. For enterprises, it is a scarce resource, and often there are already good jobs that do not flow into the talent market. It is also difficult to search for information on such talents on professional recruitment websites. How to find them?

　　這時(shí)候，許多HR人士就會(huì)非常頭疼了。在很多公司里，招聘一位營(yíng)銷總監(jiān)、研發(fā)工程師之類的關(guān)鍵人才，往往半年時(shí)間都到不了崗，而公司又急著要，老板又催得緊，從而讓HR倍感壓力，甚絕望。

　　At this point, many HR professionals will have a headache. In many companies, hiring a key talent such as a marketing director or R&D engineer often takes six months to arrive, and the company is in a hurry to hire them, while the boss is pressuring them, which puts pressure and even despair on HR.

　　許多公司往往會(huì)把這類關(guān)鍵人才委托給獵頭公司，通過(guò)高額付費(fèi)的方式，借助獵頭公司來(lái)獵取高端人才。為什么獵頭公司能有效完成招聘工作，而公司的HR卻束手無(wú)策呢？這自然歸因于獵頭公司的獨(dú)特手法。公司HR招聘與獵頭公司招聘有很大的區(qū)別：HR用的往往是常規(guī)的渠道，如人才市場(chǎng)、招聘網(wǎng)站、校園招聘等。但問(wèn)題是關(guān)鍵人才往往都已有穩(wěn)定的工作，不會(huì)輕易流入人才市場(chǎng)，HR通過(guò)這些渠道搜索關(guān)鍵人才，無(wú)異于緣木求魚；而獵頭公司在獵取關(guān)鍵人才時(shí)，往往有獨(dú)特性的門道。

　　Many companies often entrust these key talents to headhunting companies and use them to hunt for high-end talents through high paying methods. Why can headhunting companies effectively complete recruitment work, while the company's HR is helpless? This is naturally attributed to the unique approach of headhunting companies. There is a significant difference between company HR recruitment and headhunting recruitment: HR often uses conventional channels such as talent markets, recruitment websites, campus recruitment, etc. But the problem is that key talents often have stable jobs and will not easily enter the talent market. HR searching for key talents through these channels is like seeking fish from a tree; Headhunting companies often have unique methods when hunting for key talents.

　　獵頭公司為什么敢于向公司收取巨額的人才招聘服務(wù)費(fèi)？因?yàn)樗幸粋€(gè)獨(dú)特的法寶——人才數(shù)據(jù)庫(kù)。獵頭公司是非常注重人才數(shù)據(jù)庫(kù)的建設(shè)，因?yàn)樗且粋€(gè)獵頭公司的實(shí)力體現(xiàn)，獵頭公司往往會(huì)通過(guò)多種渠道來(lái)獲取關(guān)鍵人才信息，來(lái)不斷擴(kuò)充公司的人才數(shù)據(jù)庫(kù)。

　　Why do headhunting companies dare to charge huge talent recruitment service fees to companies? Because it has a unique treasure - talent database. Headhunting companies attach great importance to the construction of talent databases because it reflects the strength of a headhunting company. Headhunting companies often obtain key talent information through various professional channels to continuously expand their talent databases.

　　01網(wǎng)絡(luò)尋訪：獵頭公司每天會(huì)留意各種新聞媒體上有關(guān)人才的信息，通過(guò)網(wǎng)絡(luò)、新聞、報(bào)紙、雜志、常規(guī)網(wǎng)站、論壇、社交網(wǎng)站、QQ群、MSN、微博、微信等來(lái)尋找人才，隨時(shí)記錄，隨時(shí)存儲(chǔ)。

　　01 Network Search: Headhunting companies pay attention to information about senior talents on various news media every day, searching for talents through the internet, news, newspapers, magazines, regular websites, forums, social networking sites, QQ groups, MSN, Weibo, WeChat, etc., recording and storing them at any time.

　　02會(huì)務(wù)尋訪：派出嗅覺(jué)敏銳的獵手，參加各種大型商務(wù)活動(dòng)或社交活動(dòng)，尤其是一些高端人才培訓(xùn)會(huì)、高端論壇等，這些場(chǎng)合往往是高端人才聚集的地方，獵頭公司可以尋找各種獵物，獲取關(guān)鍵人才信息資源。

　　02 Conference Search: Send sharp smelling hunters to participate in various large-scale business or social events, especially high-end talent training meetings, high-end forums, etc. These occasions are often places where high-end talents gather. Headhunting companies can search for various prey and obtain key talent information resources.

　　03隔墻設(shè)耳：在一些大型知名公司里發(fā)展內(nèi)線，建立一支兼職獵手搜索隊(duì)，來(lái)獲取大公司內(nèi)部人才信息。

　　03 Wall Ear Setting: Develop internal lines in some large and well-known companies, establish a part-time hunter search team to obtain talent information within the company.

　　04撒好漁網(wǎng)：借助一些媒體廣告宣傳，吸引高端人才，積極接受他們上門登記或上網(wǎng)登記。

　　04 Set up a fishing net: Use some media advertising to attract high-end talents and actively accept their on-site registration or online registration.

　　05廣求資源：對(duì)人才集中的地方，如高校、研究所、培訓(xùn)公司、行業(yè)協(xié)會(huì)、招聘網(wǎng)站的客戶服務(wù)部等，通過(guò)內(nèi)部或合作的方式，來(lái)獲取高端人才信息資源。

　　05 Seeking Resources: For places where talent is concentrated, such as universities, research institutes, training companies, industry associations, customer service departments of professional recruitment websites, etc., obtain high-end talent information resources through internal transactions or cooperation.

　　06資源共享：獵頭公司之間互換人才庫(kù)資源，從而快速擴(kuò)充公司的人才數(shù)據(jù)庫(kù)。 一旦獵頭公司的人才數(shù)據(jù)庫(kù)建好了，那么針對(duì)別的公司委托的關(guān)鍵人才招聘服務(wù)，就可以直接在獵頭公司的人才數(shù)據(jù)庫(kù)里尋找匹配的人才信息，然后就可以通過(guò)高薪、高職位、好的發(fā)展前景、情感線等多種方式來(lái)挖取人才。

　　06 Resource Sharing: Headhunting companies exchange talent pool resources to quickly expand their talent database. Once the talent database of the headhunting company is established, key talent recruitment services commissioned by other companies can be directly searched for matching talent information in the headhunting company's talent database, and talent can be recruited through various methods such as high salaries, high positions, good development prospects, and emotional connections.

　　當(dāng)然，如果有些關(guān)鍵人才在人才數(shù)據(jù)庫(kù)里找不到合適人選，那該怎么辦？其實(shí)，獵頭公司還有一絕招：Cold Call，即陌生拜訪。針對(duì)該類關(guān)鍵人才所處的行業(yè)，找到該類行業(yè)的大型公司聯(lián)系電話，就可以通過(guò)電話訪談的方式，聯(lián)系到該公司內(nèi)部的人才，然后私下跟進(jìn)和溝通，通過(guò)挖墻腳的方式，把他們挖取過(guò)來(lái)。

　　Of course, what if some key talents cannot find suitable candidates in the talent database? In fact, headhunting companies have another trick: Cold Call, which means visiting strangers. For the industry in which this type of key talent operates, finding the contact phone number of a large company in this industry can be used to reach out to the top talents within the company through phone interviews, and then privately follow up and communicate with them. By digging at the bottom of the wall, they can be recruited.

　　對(duì)于獵取一些營(yíng)銷高管、工程師、公司總經(jīng)理之類的人才，這種方式非常有效。 而作為公司的HR部門，也必須學(xué)習(xí)獵頭公司這種獵才手法。畢竟借助獵頭公司，是要付出巨額人才招聘服務(wù)費(fèi)的，而且一旦獵取到的人才快速離職，那對(duì)公司來(lái)說(shuō)，將是一項(xiàng)巨大的虧損。所以，公司HR部門在招聘過(guò)程中，也必須建立自己的關(guān)鍵人才數(shù)據(jù)庫(kù)，將招聘過(guò)程中收集到的一些人才信息，存入公司的人才數(shù)據(jù)庫(kù)中，積累自己的人才庫(kù)資源，并輔助一些“挖墻腳”的手法，來(lái)獵取關(guān)鍵性人才。HR在獵取關(guān)鍵人才時(shí)，一定要有針對(duì)性，要摸到對(duì)方的習(xí)性和活動(dòng)范圍，才能有的放矢。

　　This method is very effective in hunting for talents such as marketing executives, engineers, and company general managers. As the HR department of the company, it is also necessary to learn the talent hunting techniques of headhunting companies. After all, relying on headhunting companies requires paying huge talent recruitment service fees, and once the recruited talents leave quickly, it will be a huge loss for the company. So, during the recruitment process, the HR department of the company must also establish its own key talent database, store some cutting-edge talent information collected during the recruitment process in the company's talent database, accumulate its own talent pool resources, and assist in some "poaching" methods to hunt for key talents. When HR is hunting for key talents, they must be targeted and understand the other party's habits and scope of activities in order to be targeted.

　　曾看過(guò)這樣一個(gè)案例：美國(guó)有一家生物制藥企業(yè)，名叫Chiron公司。隨著公司規(guī)模的擴(kuò)大，公司需要大量的藥劑師。結(jié)果，該公司招聘主管在嘗試了互聯(lián)網(wǎng)和很多其他的搜尋方式之后，他驚訝地發(fā)現(xiàn)，在人才市場(chǎng)上，普通藥劑師竟然非常緊缺。于是，他不得不采用一些富有創(chuàng)意的手法：跟柜臺(tái)后的藥劑師聊天，談話的內(nèi)容包括：“如何與藥劑師取得聯(lián)系？”“藥劑師喜歡訪問(wèn)哪些網(wǎng)站？”通過(guò)這種聊天的方式，他了解到：藥劑師們喜歡在晨會(huì)時(shí)收聽(tīng)公眾電臺(tái)（National Public Radio）的新聞節(jié)目。

　　I have seen a case where there is a biopharmaceutical company in the United States called Chiron Corporation. As the company expands, it requires a large number of pharmacists. As a result, after trying the Internet and many other search methods, the recruitment director of the company was surprised to find that there was a shortage of ordinary pharmacists in the talent market. So he had to resort to some creative methods: chatting with pharmacists behind the counter, including topics such as "How to get in touch with pharmacists?" and "What websites do pharmacists like to visit?" Through this way of chatting, he learned that pharmacists enjoy listening to National Public Radio's news programs during morning meetings.

　　于是，Chiron公司通過(guò)贊助本地公眾電臺(tái)，向外界發(fā)出了招聘信息。公司原希望有100名候選人露面，結(jié)果在一周內(nèi)就獲得了300多名候選人。 此外，公司HR還可以與同行業(yè)其他大型公司的HR部門“結(jié)盟”，以求資源共享，典型的做法就是“簡(jiǎn)歷共享”，即當(dāng)公司人才數(shù)據(jù)庫(kù)里找不到合適人才時(shí)，可以請(qǐng)求同盟公司，因?yàn)閷?duì)方可能有這方面的人才資源，且一時(shí)又用不上，這樣就可以相互支援。

　　So Chiron company sponsored local public radio stations and sent out recruitment messages to the outside world. The company originally hoped to have 100 candidates appear, but within a week, it received over 300 candidates. In addition, the company's HR can also form alliances with the HR departments of other large companies in the same industry in order to share resources. The most typical approach is "resume sharing", which means that when suitable talents cannot be found in the company's talent database, the alliance company can be requested to recommend them, as the other party may have talent resources in this area that are not needed for the time being, so that they can support each other.

　　對(duì)于公司HR來(lái)說(shuō)，學(xué)習(xí)和借鑒獵頭公司的招聘手法是非常有必要的。HR可以通過(guò)建立自己的人才數(shù)據(jù)庫(kù)，積累人才資源，并結(jié)合一些創(chuàng)新的招聘策略，如Cold Call、有針對(duì)性的廣告宣傳、行業(yè)聯(lián)盟等，來(lái)提高招聘關(guān)鍵性人才的成功率。

　　For company HR, it is very necessary to learn and draw on the recruitment methods of headhunting companies. HR can improve the success rate of recruiting key talents by establishing their own talent database, accumulating talent resources, and combining innovative recruitment strategies such as Cold Call, targeted advertising, industry alliances, etc.

　　此外，HR在招聘關(guān)鍵性人才時(shí)，還需要有針對(duì)性地了解目標(biāo)人才的習(xí)性和活動(dòng)范圍，以便更有效地進(jìn)行招聘。例如，上述案例中的Chiron公司，通過(guò)了解藥劑師的喜好和習(xí)慣，采取了贊助公眾電臺(tái)的方式，成功地吸引了大量藥劑師的關(guān)注和應(yīng)聘。

　　In addition, when recruiting key talents, HR also needs to have a targeted understanding of the target talents' habits and activity scope in order to recruit more effectively. For example, in the above case, Chiron Company successfully attracted a large number of pharmacists' attention and job applications by sponsoring public radio stations to understand their preferences and habits.

　　總之，人才招聘是一項(xiàng)復(fù)雜而富有挑戰(zhàn)性的工作，需要HR不斷學(xué)習(xí)和創(chuàng)新，結(jié)合企業(yè)的實(shí)際需求和市場(chǎng)環(huán)境，采取合適的招聘策略和方法，以確保能夠招聘到合適的人才，推動(dòng)企業(yè)的發(fā)展和進(jìn)步。

　　In short, talent recruitment is a complex and challenging task that requires HR to continuously learn and innovate, adopt appropriate recruitment strategies and methods based on the actual needs and market environment of the enterprise, to ensure the recruitment of suitable talents and promote the development and progress of the enterprise.

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