Study On Headhunting Process Optimization Of Company A

In the 21 st century,the acceleration of globalized economic,information network,diversified customer needs as well as pluralized service combination let companies face with different competition pressure like customer response,product/service quality,product/service cost and customer satisfaction etc.,regardless of traditional manufacturing industry,retail industry,financial or service industry.As to develop sustainably,to spend a foothold into the market and to conquer the market,whether a company could stay customer-oriented and deal with changing market environment and recognize its internal superior resources in the meanwhile,the strategic execution of process optimization is being of increasing importance.Depending on steady Sino-German government relationship,network and platform,consulting company A has becoming the first partnership choice when German companies enter Chinese market.Among all challenges which German companies confront during the business in China,how to find qualified staff has been acknowledged as the biggest issue during human resources management,which is only after the issue of increasing fixed cost.This also arise attention in company A to focus more about the internal process optimization as one of the service provider for German companies.The increasing volume of clients,changing customer demand as well as external competition,the headhunting business within company A was unable to achieve better customer satisfaction because of unsystematic process management.This situation has also caused overload of teamwork,low efficiency and several problems in the current headhunting process.First,by using the analysis model of PEST and SWOT,this study analyzed present management situation,internal strengths and weaknesses,external opportunities and challenges of company A in order to give a clue on the current problems in the headhunting process: unable to identify suitable candidates for challenging positions;recommended candidates were unable to match the job requirements;long cycle of "short list";recommended candidates were unable to pass through the guarantee period which promised by us.Furthermore,by using the theory of PDCA model,this study willcustomize a standardized and systematic process optimization plan to improve the headhunting efficiency and accuracy.Last but not least,by using the theory of resources-based view,this study also suggested for a maximum usage of company internal beneficial resources to integrate a functional candidate database,giving sustained support and guarantee for ongoing and new-coming projects.The research findings are not only applicable for all business units within company A,but also can give certain guidance for other colleagues from similar service industry.