The Study On The Competency Model Of Headhunting Consultant In Guangzhou

Competence & Competency research began in the early 1970's in U.S.A. People have been asking a question: what is it that differentiates excellent performers from average performers? If we know what these differentiators are and can measure them, they can be used to help hire better employees, appraise employees, and help them improve their performance. These differentiating characteristics have come to be called competencies. Most of researchers agree that competencies are enduring traits or characteristics that help determine job performance. This research employs questionnaire method to explore the job competency of headhunting consultant in Guangzhou empirically and builds up a headhunting consultant competency model including critical competencies, the definitions and behavioral performance.The self-constructed competency behavioral assessment questionnaire is employed to investigate the competency structure of the headhunting consultant competency model. Through investigating nearly 96 workers in various enterprises, eight competencies are identified which are Interpersonal understanding, Influence, Analytical & Conceptual thinking, Personal maturity, information collection, Study ability, Self-control, Relation building. According to the results and findings, this paper lists the headhunting consultant competencies for the reference to HR practitioners and researchers. Analyzing those population variables, we find that women pay more attention to "Relation building" than men do; privated enterprises pay more attention to "Study ability" and "Relation building".Senior headhunting consultant focus on "Personal maturity". And then headhunting consultant hightlight "Self-control"The results and findings in this research are helpful to executive searching group management including selection, training and development, performance appraisal, compensation management and career development planning.