The headhunting industry has six rules

　
I. Confidentiality rules
Speaking of confidentiality, this is essential knowledge and professional ethics for headhunting personnel. Therefore, many times, when interviewing a headhunting specialist, media reporters asked if they could reveal the development of some senior personnel after being hunted and the changes in the enterprise for a period of time. However, according to the confidentiality principle, the respondent declined. This involves not only the business secrets of headhunting consultants, but also the customer's business secrets, including the secrets of candidates themselves. Therefore, once a headhunting company signs a contract with the customer. Then, headhunters naturally have the obligation to keep their customers confidential. Otherwise, once a secret is disclosed, the consequences are unimaginable.
Therefore, confidentiality rules have become the first industrial rule in the recruitment business. How can we do a good job of confidentiality? It is necessary to develop a confidentiality System and Design confidentiality procedures.
1. Do not tell others what they know or never tell others (not to mention );
2. Code (not written) is used for anything not visible to others in writing );
3. There should be an encryption program in the talent information library, which should be controlled by a dedicated person (not disclosed );
Now we will focus on the code format in the confidentiality measure.
The use of code is a form of confidentiality in which the headhunting specialist submits materials to the customer to replace the name, contact phone number and related content. It is also used to convey the employer information to the subordinate hunters, customer name, legal representative, and other codes.
As the relationship between Headhunting companies, customers, and candidates is extremely subtle, the emergence of Code allows the relationship between the three to be handled properly.

Ii. Protocol rules
Protocol rules are an important part of the smooth development of the headhunting business. Everyone understands that, without words, words are the evidence, this must be done in the headhunting service. It also strives to ask the legal representative to propose standards and conditions for headhunting. Therefore, there is a saying that "no legal person is allowed to sign the agreement.
In the process of the headhunting service, many aspects that must be finalized by the customer, such as the job description, salary standards, work conditions, and qualifications, must be reflected in the text, otherwise, what is used as the benchmark to determine whether the quality of the headhunting service is up to standard? So there is a saying that "no contract is signed and no business is done.

Iii. Price rules
For the price, it is not a secret of the headhunting company. Anyone who knows about the headhunting industry knows that the headhunting cost is 1/3-1/4 of the annual salary of the Talent hired. That is to say, the costs of headhunting are equivalent to three months of salary for a certain position, which is indeed a small expense for general enterprises.
What's more, headhunting often does not reach an agreement based on the expected salary standard of the employer. In many cases, it is necessary to increase the salary above the original salary of the enterprise boss, which is unexpected by some bosses.
The reason for this is that there is a lower price limit for the headhunting business. If it is lower than this price, the headhunting company will not be able to accept the order. The minimum price for a talent hunt in the United States is $60 thousand, and the minimum price for Hong Kong is $60 thousand. Currently, several famous Chinese Headhunting companies have proposed a minimum price of RMB 60 thousand.
For some famous international companies, the price limit is much higher than this. For example, shining International headhunting company requires the service unit to have an annual salary of more than $0.25 million; Morgan-Banke headhunting company requires a minimum annual salary of more than $0.2 million; the annual service salary of Spencer/stuttat International is at least $0.1 million.
Iv. protection rules
Protection rules are the industry rules that a professional headhunting company must abide by to show respect for and responsibility for its customers. These rules mainly reflect two aspects: one is dedicated talent delivery, and the other is not digging customers.
The so-called "talent delivery" means that when a headhunting company provides candidate materials to the customer, it can only recommend materials to one, rather than recommending materials from one candidate to multiple companies at the same time, this is a responsibility to the customer. Even if the candidate is not selected by the company, the candidate will not be recommended to other customers until six months later.
One person sells two or one person sells more. Its biggest failure lies in the fact that once it is identified by customers, it is almost impossible to gain the trust of these customers in the future. Generally, this kind of headhunting company is not a professional headhunting company.
If an employer entrusts a hunter and hires another hunter, the employer becomes a customer of the headhunting company. However, for the talents used by the customer, the headhunting company cannot dig from this place. Otherwise, it would be impossible to send an apple and take another pear. As a result, headhunting companies generally make a commitment to customers not dig internally for one, two, or three years.
On the other hand, this customer is satisfied with the talent delivery. He will entrust the headhunting company to find the second and third places and become a stable customer of the headhunting company. Why should he dig it out from here? A headhunting company that can do this must be a hacker or a newbie.

5. Satisfactory rules
A satisfactory rule is also called a replacement rule. That is, the services provided by Headhunting companies to customers must satisfy customers. Otherwise, it will not become a hit of water and seriously affect your reputation.
As we all know, when buying some large-sized products, merchants or manufacturers will make some promises of repair, replacement, and return. As the services provided by Headhunting companies to customers, it is also an intangible product. Therefore, how to provide quality assurance for such intangible products depends on the service philosophy of headhunting companies.
Therefore, after a candidate goes to work, if the candidate cannot be recognized by the boss, the top boss is not satisfied, or the partner with other shareholders is not happy, then the possibility of replacement or return is necessary, because credibility is accumulated from the quality of service.
However, after a customer is dissatisfied with the candidate, the headhunting company should immediately start a new round of search until a new candidate is satisfied. The package renewal period is the same as the trial period of talent. It cannot exceed three months. Regardless of the customer and the candidate, the headhunting company should provide the customer with new candidates.

Vi. Legal Principles
Whether a headhunting company can survive for a long time not only strictly abide by the credibility and ensure the quality, but also abide by the law. Then, how should we operate in accordance with relevant national regulations, how should we keep customers confidential, how should we solve the collective job-hopping of talents, and how to help candidates withdraw from the original organization legally, these requirements require Headhunting companies to provide services in strict accordance with the relevant national laws and personnel policies. Each headhunting specialist must have a strong legal concept and be familiar with the enterprise law, company law, labor law, local talent market regulations, and related personnel policies, otherwise, it would be a huge loss for Headhunting companies to get involved in litigation.