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I used to be a head hunter, in November 30, 2015, I joined the 100offer from a global TOP5 head hunting company.
Unlike ordinary head hunting career development trajectory, which is not a job hopping, or to party a house in, but completely left the executive search industry.
I'm tired of the search industry.
Due to the economic downturn and the economic environment and the merger of the Internet industry, we have more and more pressure. Especially since entering the Q4, recruitment into the quarter of the off-season, the original can not be optimistic about the form is even worse. Over the past two months, in order to complete the KPI as apportioned by the boss, my work as if from a headhunter into sales, customer sales opportunities and sales candidate, work overtime to eleven points is commonplace, pressure can think and know.
The last straw that broke the camel is a case at the end of October, when I have a candidate negotiated a 30 million annual salary offer, candidates and customers are very satisfied. However, my boss gave me a jilt face son, in her client list with other customers for the same job offer 40 million did not have the priority to be recommended. Forced consultant in candidates received the opportunity to sales sign of their clients, is an open secret in headhunting industry, how could I not hint? Just the candidates work contents of 40 million jobs did not have the slightest interest, and on 30 million jobs has a special liking, I have to give up on this. However, the boss think me "no effort" attitude problem "" crooked brains in particular, even said "the first candidate deceive in the past, really can not changing of the guard for the group.
I simply changed my boss.
Still remember entering the headhunting industry and wound up in the beginning of the heart is still fresh in the memory: and I like to deal with and enjoy to pave the way for others to career development sense of achievement; I hope from the macro to grasp the trend of industry and industry of the company; I enjoy to judge others, to guide others make sense of the choice... Based on this, the ideal working scene should is such: day shuttling between the Jingan Temple, Lujiazui senior office floor of the cafe, with candidate nest on the sofa, career planning or insider secrets joke? Or cocktail party coming from, the crowd shuttle stare big eyes, suddenly found in the game, went forward and gracefully say hi, light touch goblet, pulls from the political and economic news to the anecdotal gossip, inadvertently took out a business card, said "my dear Mr. director, in IBM do tired?? Give you a chance to transfer to Microsoft!"
I can only say that I was, or now you break the pattern tucson. It's going to rain, mother to marry, the boss to make money. Each industry has its interest attribute, executive search firm is to rely on hunting society needs all kinds of talents to make a profit and survival talent hunting seeking organization. Through collecting fees to customers (employer), we earn is equivalent to the candidate salary 20-40% unequal Commission; and the executive search industry doorsill is very low, a common international payment system can actually disappeared in the magical soil, visible industry competition environment is bad; candidate disliked the US. They know recruiters is the employer's money to act on orders, naturally have a trace should have the mentality of customers. Such a business model and industry background, we are often only responsible for the customer, and gradually ignored the interests of the candidates.
Gradually, the executive search in the reality of the work, with the ideal of the gap between. This gap, and sometimes even can be called run counter to:
L become worthy of the name of the "telephone sales", through the constant allocation of a call cold carpet harassment candidate, to achieve sales contract positions KPI;
L ignore the nature of the service industry, and instead continue to BD new enterprises and candidates to expand sales groups, the implementation of resource oriented rather than focus on the service itself;
L attention to customers and despise the candidate, little effort in career advisory service oriented candidate. On the contrary, they become customers drive down the candidate salary lobbyists.
L to take the interests of two leads, use unscrupulous divisive tactics, the ability of customers to exaggerate the candidates, candidates for cosmetic company prospects.
So search into the "sales" as the core, with "customer sales jobs and candidates" for the ultimate proposition of career, it slowly stripping of candidate should have the consulting services, will lose the support for a candidate with respect to. Have to admit, headhunting reputation is not good, no wonder many of my hunting identity has cast a skeptical eye. Especially in the community of programmers mainstream, rational thinking and critical thinking skills for the advantage of Internet circle, the headhunter's image and real estate intermediary can be described as half a catty of 82.
Now, my heart found a boarding - to become a 100offer recruitment experience.
100offer candidate auction model, not only realize the job initiative from the employer side transition to an end user, more from the product mechanism to ensure the end user experience, help the best Internet people find a better offer. Recruitment experience division to do, is to "provide high-end experience division service" as the core, in under platform mode of 100offer candidates of the auction for the candidates to provide full of various inspection services division to help the perfect resume enhance job skills, provide professional career guidance and counseling, the objective evaluation of the candidates in the hands of the offer opportunities.
I do not need to BD new businesses and new jobs, and do not have to harass the candidates, they are spontaneously into 100offer
Unlike ordinary head hunting career development trajectory, which is not a job hopping, or to party a house in, but completely left the executive search industry.
I'm tired of the search industry.
Due to the economic downturn and the economic environment and the merger of the Internet industry, we have more and more pressure. Especially since entering the Q4, recruitment into the quarter of the off-season, the original can not be optimistic about the form is even worse. Over the past two months, in order to complete the KPI as apportioned by the boss, my work as if from a headhunter into sales, customer sales opportunities and sales candidate, work overtime to eleven points is commonplace, pressure can think and know.
The last straw that broke the camel is a case at the end of October, when I have a candidate negotiated a 30 million annual salary offer, candidates and customers are very satisfied. However, my boss gave me a jilt face son, in her client list with other customers for the same job offer 40 million did not have the priority to be recommended. Forced consultant in candidates received the opportunity to sales sign of their clients, is an open secret in headhunting industry, how could I not hint? Just the candidates work contents of 40 million jobs did not have the slightest interest, and on 30 million jobs has a special liking, I have to give up on this. However, the boss think me "no effort" attitude problem "" crooked brains in particular, even said "the first candidate deceive in the past, really can not changing of the guard for the group.
I simply changed my boss.
Still remember entering the headhunting industry and wound up in the beginning of the heart is still fresh in the memory: and I like to deal with and enjoy to pave the way for others to career development sense of achievement; I hope from the macro to grasp the trend of industry and industry of the company; I enjoy to judge others, to guide others make sense of the choice... Based on this, the ideal working scene should is such: day shuttling between the Jingan Temple, Lujiazui senior office floor of the cafe, with candidate nest on the sofa, career planning or insider secrets joke? Or cocktail party coming from, the crowd shuttle stare big eyes, suddenly found in the game, went forward and gracefully say hi, light touch goblet, pulls from the political and economic news to the anecdotal gossip, inadvertently took out a business card, said "my dear Mr. director, in IBM do tired?? Give you a chance to transfer to Microsoft!"
I can only say that I was, or now you break the pattern tucson. It's going to rain, mother to marry, the boss to make money. Each industry has its interest attribute, executive search firm is to rely on hunting society needs all kinds of talents to make a profit and survival talent hunting seeking organization. Through collecting fees to customers (employer), we earn is equivalent to the candidate salary 20-40% unequal Commission; and the executive search industry doorsill is very low, a common international payment system can actually disappeared in the magical soil, visible industry competition environment is bad; candidate disliked the US. They know recruiters is the employer's money to act on orders, naturally have a trace should have the mentality of customers. Such a business model and industry background, we are often only responsible for the customer, and gradually ignored the interests of the candidates.
Gradually, the executive search in the reality of the work, with the ideal of the gap between. This gap, and sometimes even can be called run counter to:
L become worthy of the name of the "telephone sales", through the constant allocation of a call cold carpet harassment candidate, to achieve sales contract positions KPI;
L ignore the nature of the service industry, and instead continue to BD new enterprises and candidates to expand sales groups, the implementation of resource oriented rather than focus on the service itself;
L attention to customers and despise the candidate, little effort in career advisory service oriented candidate. On the contrary, they become customers drive down the candidate salary lobbyists.
L to take the interests of two leads, use unscrupulous divisive tactics, the ability of customers to exaggerate the candidates, candidates for cosmetic company prospects.
So search into the "sales" as the core, with "customer sales jobs and candidates" for the ultimate proposition of career, it slowly stripping of candidate should have the consulting services, will lose the support for a candidate with respect to. Have to admit, headhunting reputation is not good, no wonder many of my hunting identity has cast a skeptical eye. Especially in the community of programmers mainstream, rational thinking and critical thinking skills for the advantage of Internet circle, the headhunter's image and real estate intermediary can be described as half a catty of 82.
Now, my heart found a boarding - to become a 100offer recruitment experience.
100offer candidate auction model, not only realize the job initiative from the employer side transition to an end user, more from the product mechanism to ensure the end user experience, help the best Internet people find a better offer. Recruitment experience division to do, is to "provide high-end experience division service" as the core, in under platform mode of 100offer candidates of the auction for the candidates to provide full of various inspection services division to help the perfect resume enhance job skills, provide professional career guidance and counseling, the objective evaluation of the candidates in the hands of the offer opportunities.
I do not need to BD new businesses and new jobs, and do not have to harass the candidates, they are spontaneously into 100offer
