With the further development and implementation of artificial intelligence technology, many enterprises apply artificial intelligence technology to practical work, so that enterprises can achieve information, intelligence, and improve the efficiency of work. In recent years, headhunting industry has developed healthily and orderly. The arrival of artificial intelligence will promote the headhunting industry to stride directly from the telephone age to the intelligent age, replacing the traditional time-consuming and labor-consuming recruitment methods.

　　人工智能時代對獵頭公司招聘的影響是什么?

　　What is the impact of the era of artificial intelligence on the recruitment of headhunters?

　　人工智能對獵頭公司來說是無價的:

　　AI is priceless for Headhunters:

　　1. 比傳統(tǒng)的勞動力招聘更有效，節(jié)省和時間;

　　1. More effective than traditional labor recruitment, saving money and time;

　　2. 不斷展現(xiàn)獵頭公司的資本價值和洞察力;

　　2. Constantly show the capital value and insight of headhunters;

　　3.形成畫像，使循證組織診斷更準確;

　　3. Forming a picture to make the diagnosis of evidence-based organization more accurate;

　　4. 以前無法量化的文本內(nèi)容被完全數(shù)字化。

　　4. The previously unquantifiable text content is completely digitized.

　　獵頭公司在面對大規(guī)模的人才招聘和選拔時，利用人工智能面試來保證選拔的科學(xué)性和準確性，同時大大提高了人才選拔的效率。例如，在收到3萬份簡歷后，人工智能只能構(gòu)建行為面試。根據(jù)人工智能的面試報告，獵頭公司只花了一個小時的時間就挑選了218名合格的候選人進行面試，終發(fā)出了25份錄用通知。人工智能的優(yōu)勢在于它無窮無盡的體力和快速的計算能力，這可以幫助獵頭們從繁瑣的工作中解脫出來，專注于抓住和匹配候選人。

　　In the face of large-scale talent recruitment and selection, headhunting companies use artificial intelligence interview to ensure the scientificity and accuracy of selection, while greatly improving the efficiency of talent selection. For example, after receiving 30000 resumes, AI can only build behavioral interviews. According to the interview report of artificial intelligence, the headhunting company only spent an hour to select 218 qualified candidates for the interview, and finally sent out 25 employment notices. The advantage of AI lies in its endless physical strength and fast computing ability, which can help the headhunters get rid of the tedious work and focus on grasping and matching candidates.

　　除人工智能訪談外，還可以將人工智能技術(shù)引入績效管理、組織診斷、文化價值落地等項目中。例如，在獵頭的日常工作總結(jié)中，AI對員工一年內(nèi)的日常工作報告進行文本分析和智能分析，終對員工的能力進行評分，如責(zé)任意識、創(chuàng)新意識、主動意識、協(xié)作意識等能力。

　　In addition to AI interviews, AI technology can also be introduced into performance management, organizational diagnosis, cultural value landing and other projects. For example, in the daily work summary of headhunters, AI conducts text analysis and intelligent analysis on the daily work reports of employees within one year, and finally scores the ability of employees, such as responsibility awareness, innovation awareness, initiative awareness, cooperation awareness, etc.

　　在互聯(lián)網(wǎng)時代,除了保持傳統(tǒng)工匠的實用和精神,獵頭公司也應(yīng)該充分利用互聯(lián)網(wǎng)渠道和工具,這樣的獵頭服務(wù)嫁接互聯(lián)網(wǎng)翅膀,在新的獵頭競爭環(huán)境中實現(xiàn)突破和轉(zhuǎn)換。

　　In the Internet era, in addition to maintaining the practical and professional spirit of traditional craftsmen, headhunters should also make full use of Internet channels and tools, so that high-quality headhunting services graft Internet wings, and achieve breakthroughs and transformations in the new headhunting competition environment.

　　以上就是互聯(lián)網(wǎng)時代對濟南獵頭公司的影響的詳細介紹，想要了解更多請點擊官網(wǎng)http://m.szsjdq.com.cn

　　The above is a detailed introduction to the influence of the Internet era on Jinan headhunting company. To learn more, please click http://m.szsjdq.com.cn