Place Right Talents At The Right Time
Place Right Talents At The Right Time
hr@crseek.com
+86 13817441203
Shanghai Beijing Guangzhou
4个方案可选,能灵活的满足您对于速度,准确性,成本方面的要求
我们有丰富的人才来源渠道,通过这些渠道,我们能很快的找到合适的人才,帮助客户招到合适的人选
我们的现成的人才库并不是无所不包，它是按照我们的策略而建，大部分的人才都来自我们专注的细分市场，大多数的精英都具有跨国公司工作经历，具备国际视野，本土经验，能讲流利的英文，另外，我们的人才库也是我们日常工作的工具，它整合了我们的大部分资源，使得我们在各地的猎头顾问能统一的协同工作，提高效率.
人才市场中有80-90%的人不会主动的去找工作机会,但如果是好的机会，他们也会考虑；这就是我们Cold Calling的意义所在，我们也通过这种办法“一对一”的推广职位,吸引他们的兴趣.最终成功猎挖. Cold Calling既是我们的经营哲学，也是我们获取资源的重要手段，通常是们搜寻合适候选人的第二步.
我们的猎头顾问的微信好友数量通常都数几千以上,这些朋友来自各行业,各种职能,所以,通常在接到客户的人才搜寻任务时,我们就能快速的发布客户的职位,并获得朋友圈的推荐
我们的自媒体矩阵包括招聘网站www.1314hr.cn, 公众微信号, 视频号, 微信朋友圈; 通过这个渠道,我们能获得很多的粉丝和人才资源
我们与一些著名的在线招聘网站保持长期的合作关系，这是一个推广客户职位的好方法，我们有时也会通过广告寻找到优秀的候选人.
作为猎头公司，我们不会错过任何的寻找人才的渠道，而通过SNS(社交网站)也的确能补充我们的人才库.
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There are many kinds of headhunters in the market, so when you decide to use one, you should consider the below 3 criteria
– Can the headhunter address your requirement of accuracy to search out
the fittest candidates？
– Can the headhunter satisfy you in terms of speed to search out the
candidates within the shortest time period?
– Can the headhunter represent you to promote your company, your hiring
manager and the opening?
In order to ensure that the best and most suitable candidates are surfaced, targeted search campaigns are recommended for where the position fulfills one of the following criteria:
– Where demand is in excess of supply
– Where a top quartile or above candidate is being sought (whatever the salary level) –
– Where you have an urgent or critical need.
– Where there is an element of sensitivity involved, and confidentiality is critical.
– Where cultural considerations require a professional assessment of a candidate’s goals and motivations prior to an offer being made.
-Telephone interview, we identify candidates’ competences such as technical skill, management skill, interpersonal skill, language skill, personality; Since high talents are always busy in the work, it saves their time and our search time for phone interview
– Behavior interview, it is base on candidates’ previous performance and practice, through behavior interview, we identify what candidates have done
– Scenario interview, it is based on the clients’ requirements and assumptions, through scenario interview, we identify what candidates can do and will do
– Cold Calling, proactively search rather than post advertisements to attract resumes, that is the guarantee to get suitable candidates with integrity within a short time
