Shen Feng pouted, he didn't know anywhere else, and he often saw people who issued business cards at the gate of Wanli and even in the parking lot.

There are also five major theories in the headhunting circle: He Guanghui, HiSilicon, Yikangda, Spencer Stuart and Luo Sheng.

Charge according to the service process, a list is roughly split into ten steps, do one step to pay the money for one step, and is not responsible for the order.

The most basic background check is three pages of A4 paper, and it is easy to get seventy or eighty thousand!

You must look at people at a glance, and those who wear plaid shirts may be technical employees, and those who wear suits may be business ......

Hand over the business card first, go to the café with a dead beggar, and then take the phone number of the colleague in the address book after chatting.

If there is any competition with you, I'll help you get rid of it!

Your leader is not annoying, after I help you dig him up, you can go up!

We need to do a background check, please provide your leader's contact information!

Rejoicefully thinking that he has been chosen,

As a result, the superior jumped ship with a high salary!

"The most professional performance I have ever seen is that the candidate is leaving, and the headhunter knows before the personnel. Enterprises are going to lay off employees, and they are also the first to get the news. ”

Li Nanjun said with a smile: "A headhunting company once set up a headhunting team for Baidu's algorithm department, and it can even know in real time who has been rewarded and who has been promoted, which is much more accurate than the personnel department." ”

"In the past few years, the most arrogant thing is our Internet, the giants are not bad for money, and the new team can easily accept it three times as easily. ”

"In the past two years, it has become real estate, with tens of millions of salaries at every turn, and a proper headhunting gathering place. ”

Shen Fengxin said this, especially in the past two years, in countless open or covert transactions, real estate headhunters have played an important role in connecting enterprises and talents.

Because for any real estate company, there will always be a period of time when it needs to make great strides to achieve a leap in scale.

Large-scale recruitment is essential.

How many companies claim to be 100 billion scale, does it sound awesome?

In fact, two years earlier, it was at most tens of billions of volumes, a wave of savage growth, and it seemed to elevate itself. It is said that there is a bubble in real estate, and in Shen Feng's view, the biggest bubble is the so-called talent.

It is not easy to kneel to the headhunter of **AT, thousands of troops cross the single-plank bridge, and they can't even serve customers with non-compete restrictions.

In the past few years, Pinduoduo recruited the most ferocious traffic talents, always poaching people from Alibaba. And Ali will also poach people from Toutiao or Pinduoduo, because at that time, Lao Ma was seriously lacking talents in sinking channels.

Some employees are stall-keepping, and it is more difficult to recommend this kind of candidate, because he may not be suitable for the process from 0 to 1, unless the person has very rich experience in stall-keeping, or has rotated many internal lines.

For the pioneering type, talents with rich experience from 0 to 1 are often the focus of the enterprise's pursuit, and no matter where they go, they are fragrant.

Thinking of this, Shen Feng sighed secretly, I have to say that the people who come out of the headlines are the most popular now!

A few days after a young person graduates, he enters Toutiao to make a product, and he can quickly achieve 5 million traffic through channel resources, which is a typical example of the good momentum of enterprise development, talents can grow rapidly, and the market treatment will naturally rise.

"There's no way, it's hard to mix up whoever makes the market change profoundly. Li Nanjun said: "It also puts forward higher challenges for the quality, requirements and ability of headhunters. Even headhunters backed by leading companies have to step out of their comfort zone and seek new development opportunities. ”

"For example, before Guzheng specialized in Wanda, Tongque specialized in Huaxia Happiness, and now these companies are not binding big KA customers, no matter how big or small, they will do anything, otherwise it is easy to die. ”

"Especially in the headhunting industry, there are very few people in China who are willing to pay in advance. The usual process is that the headhunter signs a contract first, then enters the recruitment process, and only after the candidate officially passes the probationary period will the payment be made according to the agreed proportion. ”

"Now it's no longer about signing a contract first and then making an order, but someone is selected to enter the salary negotiation before starting to sign. ”

"The company has all kinds of vicious competition, and it was originally charged at 25% of the annual salary of the candidate, but now it is good to be able to charge 20%, which is lower than anyone. ”

"Now it's ...... than an advance payment"

"It's good to get the final payment back!"

Shen Feng was silent, the giants have always been the most popular, because they are stable enough, and they continue to have internal projects, and they burn money to make industrial layouts, even if they fail, it doesn't matter.

The first is the expansion of categories, such as the start of SLG investment, and the other is overseas expansion, which is currently taking its own flagship products as the pioneer and starting global operations.

From the point of view of recruitment, there is a steady increase, a bit like the current housing prices, explosive growth is definitely impossible, and due to the large number of applicants, the requirements of large factories are getting higher and higher, and sometimes it is completely up to luck to get in.

In all fairness, eighty percent of Wanli's employees are young people, especially at the bottom, and they are all about energy and creativity.

Now there are three or four thousand employees, and only twenty or thirty of them have been recruited by themselves, and the rest are through personnel or headhunting.

For myself, I believe that if the water is clear, there will be no fish, as long as the general direction is good, there is no absolute principle problem, and everything else is a trivial matter.

Where there are people, there are rivers and lakes,

Even the old employees who have gone from MCN to the present are close and close to each other.

You can't put it all in your heart, right?

Gentlemen are harmonious and different,

As long as there is no problem with work, personal relationships can't be managed, who you love!

In the face of the post-Ninth Five-Year Plan, what they are concerned about is no longer the so-called: more money and less things.

What if you are a newcomer who has just joined the company, joined a good company, got a good salary, and has to quit after working for half a year?

The human resource asked you why, you said that the work content is monotonous, I don't know colleagues in other departments, why don't you do some activities?

Or are you a young sales executive who is in a hurry to get a customer to sign a deal, but the legal department gives you a contract that is so demanding that the customer can't accept it?

The public says that the public is reasonable, the mother-in-law says that the mother-in-law is reasonable, and the two parties are deadlocked, how can the legal affairs not blacken their faces when they see them again?

You are the business leader of the company, and you get along with your post-90s subordinates very kindly, but you have not been resigned for a month?

I asked why, but in the end he couldn't say it, he just felt that the work was boring.

Chic left a sentence: The world is so big, I want to see it.

There are now three generations in the workplace at the same time: Generation Y before the 80s and Generation Z after the 95s.

Gen X is responsible, pragmatic, efficient, and goal-oriented, Gen Y likes to socialize and has an open worldview, and Gen Z cares about self-needs and cares about personal value more than monetary value.

When Generation X leads both Generation Y and Generation Z in an enterprise, the intergenerational conflict will be particularly intense, depending on the management art of leadership.

Governing a big country is like cooking a small fresh!

How to reward and punish to optimize the results?

What can be done to arouse both desire and fear in employees?

What can be done to retain real talent?

After more than three years of entrepreneurship, Shen Feng suddenly felt that leadership and formal authority did not seem to have a necessary relationship, because people's hearts and minds could not be bought or forced, and could only be given to those trustworthy leaders.

To put it bluntly, employees are willing to follow you!

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