Chen Feng curled his lips, not knowing anything else, and often saw people sending business cards at the gate of Wanli and even the parking lot.

There are also five major theories in the headhunting circle: What are the glory, HiSilicon, Yikonda, Spencer and Luosheng.

Charges are charged according to the service process. A order is roughly divided into ten steps. One step is done to pay the money for one step, and is not responsible for the order.

The most basic background check three pages a4 paper can easily find 70,000 to 80,000!

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

First, I handed over my business card, and made an appointment to go to the cafe. After chatting, I then took the phone number of my colleagues in the address book.

Is there anyone who competes with you? I'll help you get it away!

Is your leader annoying? After I help you poach him, you can go up!

We need to do background checks, please provide your leader’s contact information!

I was so happy that I was chosen.

As a result, the superiors changed jobs with high salaries!

"The most professional performance I have ever seen is: the candidates are about to leave, and the headhunter knows it first before personnel. The company wants to lay off employees, which is the first time to get news."

Li Nanjun smiled and said, "A headhunting company once set up a headhunting team for Baidu's algorithm department, and even able to know in real time who received the reward and who was promoted, which is much more accurate than the Human Resources Department."

"The most proud thing in the past few years was our Internet. The giants are not short of money, and the new team can easily accept it three times."

"In the past two years, it has become a real estate property, with a salary of tens of millions of yuan, and it is a perfect place for headhunting to gather."

Chen Fengxin said this, especially in the past two years, in countless transactions, whether open or secret, real estate headhunters have played an important role in connecting companies and talents.

Because for any real estate company, there is always a time when it takes a long time to rush through it to achieve a leap in scale.

Large-scale recruitment is essential.

How many companies claim to be a billion-dollar scale, but do they sound awesome?

In fact, two years ago, it was at most tens of billions of dollars, and it grew wildly, and it was like a blow-out. It is said that real estate has bubbles, but in Shen Feng's view, the biggest bubble is the so-called talent.

It is not easy to hunt headhunter on your knees. Thousands of troops cross a single-plank bridge and cannot even serve customers with restrictions on competition.

The most fierce recruitment of Pinduoduo in the past few years was traffic talents, and he always poached people from Alibaba. Alibaba also poached people from Toutiao or Pinduoduo because Laoma had severely lacked talents in sinking channels at that time.

Some employees are just on-site, and it is difficult to recommend such candidates because they may not be suitable for the process from 0 to 1 unless the person has very rich experience in keeping the stall, or has rotated many internal lines.

For pioneering, talents with rich experience from 0 to 1 are often the focus of the company's pursuit, and they are always a hot commodity wherever they go.

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

A young man has just graduated for a few days and went to Toutiao to make a product. He can quickly achieve 5 million traffic through channel resources. This is a typical example of using the good momentum of corporate development, talents can grow rapidly, and market treatment will naturally rise.

"There is no way, no matter who makes the market undergo profound changes, it is difficult to get along." Li Nanjun said: "The quality, requirements and abilities of headhunters also raise higher challenges. Even headhunters who rely on leading companies have to step out of their comfort zone and seek new development opportunities."

"For example, before, Gu Zheng specializes in Wanda and Tongque specializes in China Fortune Land Development. Now these companies are not bound to large ka customers, and do everything regardless of their size, otherwise they will die easily."

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

"Now, it is no longer a contract signing before making a bill, but someone chooses to enter the salary negotiation before starting to sign. If you are unlucky and encounter a rogue company, it will basically be a waste of time."

"The company competes in various vicious ways. It was originally charged at 25% of the annual salary of the candidate, but now it would be good if it could charge 20%. It would be lower than who is the lower."

“Now, it’s better to talk about advance payment…”

"It's good to be back with the final payment!"

Chen Feng remained silent. The giants have always been the most popular because they are stable enough and have internal projects. They spend money on industrial layouts in various ways, and it doesn’t matter even if they fail.

One is the expansion of categories, such as starting investment in SLG; the other is overseas expansion, currently they are taking their own main products as the pioneer and launching global operations.

From the perspective of recruitment, there is a steady increase. It is a bit like the current housing prices. It is definitely impossible to grow explosively. Moreover, due to the large number of applicants, the requirements for large factories are getting higher and higher, and sometimes it is entirely up to luck to enter.

To be fair, 80% of Wanli's employees are young people, especially at the bottom, who are all about energy and creativity.

Now there are only 20,000 employees who have been recruited by themselves, and the others are all through personnel or headhunting.

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

Where there are people, there are rivers and lakes.

The old employees who have come to this day also have close ties and distant relationships.

It's impossible to be heart-to-heart, right?

A gentleman is harmonious but different,

As long as you have no problem with your work, you can’t control your personal relationships, and you love whoever you want!

Facing the post-95s, what they are paying attention to is no longer what they are concerned about: more money and less trouble.

If you are a newcomer who has just joined a good company, gets a good salary, but you have worked for half a year but have to quit?

Human Resources ask you why, you said that the work content is monotonous and I don’t know my colleagues from other departments, so why don’t you engage in some activities?

Or are you a young sales manager who is anxious to ask a customer to sign a contract, but the legal department gives you an extremely harsh contract that the customer cannot accept?

The father is right, and the mother is right, and the two parties are in a stalemate. How can we not be shameless when we meet the legal affairs again?

You are the business leader of the company and have a very kind attitude towards getting along with your post-90s subordinates, but they have resigned less than a month?

He asked why with great sincerity, but in the end he couldn't say it, just because he thought the work was boring.

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

There are three generations in the workplace at the same time: the x generation before the post-80s, the y generation from 80s to 94 and the z generation from 95s.

Generation x has a strong sense of responsibility, is pragmatic and efficient, and is goal-oriented; Generation y likes social interaction and has an open world view; Generation z cares about self-needs and cares about personal value than money.

When a company leads generations Y and generations at the same time, the conflicts between generations will appear particularly fierce, and it depends entirely on the management art of leadership.

Governing a big country is like cooking a small fresh food!

How to optimize the results by rewarding and punishing?

What can be done to arouse employees’ desires and make them afraid?

What methods can be used to retain real talents?

After more than three years of starting a business, Chen Feng suddenly felt that there seemed to be no necessary relationship between leadership and formal authority, because people's hearts and intentions cannot be bought or forced, and can only be given to those trustworthy leaders.
Chapter completed!