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Famous Brand in HR Scene


In the peer industry, Goldhunter has a good reputation and many successful stories. Currently, Goldhunter has established and maintained the
close strategic partnership with many domestic and overseas multinational companies...

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   FAQ
猎头公司是干什么的

 



A. The “Concealment” and “Scarcity” of junior and senior talents. Junior and senior talents are precious treasure of enterprises, and most of them have good position and are well paid, thus even they have the thought of job-hopping they won’t publicly show up at the talent exchange places. Meanwhile, with the rapid development of economic development more and more new enterprises are springing up, there’s a large demand of junior and senior talents and outstanding professionals.     

B. Headhunter Company possesses rich resources of talent information. Headhunter Company generally has abundant database and is able to hunter for the target talent group secretly without any disclosure.

C Headhunter consultants can demonstrate the objective condition to the management layer and offer effective suggestions. Headhunter consultants can correctly appraise the expected value of the required position for the clients, that is, the employers, and establish a feasible plan of the entry requirement and remuneration. They can also effectively investigate the background of the interviewees and get the information about the past work performance and background from relevant people and even those who are not willing to have comments.    

D. Guarantee of cost effectiveness. On one hand, the adoption of headhunter for the employment of higher position is proved to be more time-saving, labor-saving and money-saving than other methods. On the other hand, Headhunter Company is familiar with the market of the remuneration of senior talents, able to suggest proper remuneration for the employers and help the employers to deal with the negotiation of each aspect of the employment conditions so as to ensure that the employers could directly confront the bargaining of the interviewees.   

E. Necessity of confidentiality. Either the internal employees or the interviewees, both parties should keep a high degree of confidentiality.

上海猎头公司

 



Many clients have consulted us about this question for they are concerned about how to choose the most suitable headhunter company. Although Goldhunter perhaps doesn’t enjoy the largest staff size or the largest quantity of clients, we do have a very high degree of customer loyalty and continuous retention. Goldhunter has won the recognition of the clients and we can create values for them.    

Goldhunter has a high requirement of the consultants, not only evaluating their performance but also focusing on their continuous service for the clients and assessing whether they succeed in the conversion of new clients into continuous old clients. And all of these might be differentiated with that of other headhunter companies in this field.

The headhunting industry is a knowledge-intensive industry never relying on the scale of the company but on the accumulation of resources and information of headhunter consultants in the industry. In addition, all of our consultants are about thirty years old, thus their experience is not only confined to the field of HR. As a rapid developing headhunter company, Goldhunter emphasizes more on the comprehensive quality of the consultants. Many of our consultants have the working experience of world top 500 enterprises, possessing rich industry experience. Meanwhile, we’ve established a database of more than 1 million junior and senior talents as the platform of the sharing resources in the whole Asia-Pacific region. In over twenty first-tier and second-tier cities, we’ve distributed more than 80 part-time consultants who are with abundant industry experience and we are continuously keeping on the update and optimization of industry resources and human resource network. In brief, we possess:  

A. Solid professional experience of talent hunting, quite familiar with the background of the talents.
B. Senior full-time consultants, who are of rich industry experience and well aware of the industry remuneration and development trend.
C. Leading operation system, process and quality guarantee system in the industry, with immediate reserve force.
D. Constant high quality service guarantee
E. Dedication to hunter for senior management talents for the creation of real values for the clients.

猎头公司是干什么的
 

Goldhunter has cooperated with many companies in various fields and accumulated abundant resources. Please refer to the Successful Cases column in our website. Generally speaking, we promise to keep the cooperative project in secret for the clients, for different industries may have different particularity, which could be said as industry rule. If without the consent of our clients, we won’t disclose their individual information.

猎头公司是干什么的
 

Generally, we can finish a project within two months, that is, both the client and the candidate will make up their final decision. The period of a project is determined by many elements: firstly, the difficulty of the entrusted project; secondly, the cooperation of each party, if the prophase communication with the client is efficient and the feedbacks of each party are in time, then the project will progress more successfully; finally, how long it would take the candidate to resign his current job, which basically would be longer if his position is higher, but certainly we would help him to complete the handover as soon as possible. Therefore, under normal condition, the period of demission would be about one month.

猎头公司是干什么的
 

Goldhunter usually carry out many times of communication with the candidates before officially recommend them to the clients. Generally, we will make phone communication first, then have structured interview and test, and finally recommend those competent candidates to the clients after such procedures.

猎头公司是干什么的
 

It’s definitely applicable. To us, it’s just to confine the hunting channel of the candidates within the designated scope.

猎头公司是干什么的

 

We firmly believe that the clients would arrange a scientific and normative interview process to evaluate the candidates recommended by us. Since the direct leader of the required postion, HR and executive leaders will all participate in the interview, and the evaluation of the candidates will be made different aspects, the working competence and working experience of the final employee basically won’t be unqualified under the premise of different levels of interviews and evaluations.   

If the candidate fails to pass the probation period, then we must consider the problems of working style and cultural adaptation of each party, and this issue should be jointly addressed by the three parties.

1. The client company should pay more attention to the condition of the new employee through his department/direct leader and the human resource department at the early three months and grant him certain assistance and support to help him be accommodated to the new working environment as soon as possible.

2. We would keep track of the performance of the candidate in the early three months to learn his thoughts and the difficulties he is confronting with. We would also help to ensure a good communication between the two parties so as to avoid the demission in probation period.

If the demission does occur during the probation period, as we’ve explicitly stated in the contract, we will recommend again for free till the satisfaction of the clients. Up to now, there’s no such case in the projects we’ve operated (i.e. the client isn’t satisfied with the continuous recommendation service). There’s once a case of demission during the probation period, but we had successfully recommended again within a month, and currently both parties are satisfied with the work condition.

猎头公司是干什么的
 


This requires our thorough understanding of the client, that is, the enterprise culture of your esteemed company; for example, we’d like to have direct communication with the leader of the required position to know his management style, personality, requirements of the subordinate as well as the key elements of the employment. Meanwhile, we hope that we can also have direct communication with the old employee of the company such as you, because these communications would help us to more accurately learn the characteristics of the value, management style and enterprise culture of your esteemed company.

On the other hand, during our investigation of the candidate we would concentrate on these aspects (value, management style and individuality) to assess and estimate his cultural adaptation.






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