Construction And Application On Competence Model Of Employees In W Head-hunting Company

Linkedin's 2020 Future Recruitment Trends report,which gathers feedback from thousands of peers in the recruiting field and analyzes billions of linkedin data points,finds that talent recruitment will be the key to a company's success.Since 2016,the demand for recruiters has increased by 63%,with the largest proportion of social recruitment.As the partner of high-end talent recruitment channels in social recruitment,headhunters search for excellent management talents and key technical positions for enterprises.The headhunting industry in China has been developing for nearly 30 years,which experienced the initial exploration stage in 1996,the development stage from1996 to 2003,the expansion stage after 2004 and the rapid expansion stage in 2010.By2019,there are more than 50,000 domestic headhunting companies,and high-end hunting companies account for 20%.The scale of the headhunting industry is growing at about 20%.Headhunting companies occupy a very important strategic position in China's talent market economy.It is an important task and mission of headhunting enterprises to cultivate excellent headhunting staff and build a high-quality headhunting team.It is of great significance to introduce the competency theory into the management of headhunting companies and explore the establishment of the human resource management system of headhunting companies based on the competency model for strengthening the professional level of headhunting practitioners and accelerating the talent construction of headhunting companies.This paper constructs and applies the employee competency model of W headhunting company where the author works,and draws the following main conclusions:(1)Put forward the competency model of W headhunter,including four dimensions:professional accomplishment,personal characteristics,basic quality and professional skills.Among them,professional accomplishment includes sense of responsibility,patience and service consciousness;Personal traits include self-efficacy,stress tolerance,desire to learn,and flexibility.The basic qualities include executive ability,work efficiency and communication skills.Professional skills include learning ability,professional ability and professional interpersonal skills.This competency by learning theory,the theory of competency model,method of competency model building,foreign executive search consultant competency model,and the competency and competency model,in recent years,search consultant competency model of literature research at home and abroad,the author's W headhunting company staff to look at the dailyperformance,found insufficient management professional,recruitment of the imperfection of the standard is not unified,training courses;By using critical incident interview and questionnaire survey,60 employees of W headhunting Company,20 HR employees of enterprises in close cooperation with W headhunting company were surveyed by questionnaire,and 10 employees were interviewed by critical incident,and the competency characteristics of employees of W headhunting company were extracted.Through exploratory factor analysis and confirmatory factor analysis,the competency model of W headhunter was built and verified.(2)On the basis of the employee competency model of W Headhunting Company,put forward plans for human resource management in the development of job descriptions,unified recruitment standards,talent assessment and diagnosis,and training course development.Among them,the job description changed from vague to specific action description,and the competency characteristics were added to the job requirements.The recruitment process changed from employee reporting to CEO,HUMAN resources department and employee reporting to individual interview,and then determined the interview results through group discussion to achieve fairness and justice,unify the recruitment standards and improve the recruitment effect.The talent assessment form can be used to score the competency characteristics of candidates during the interview and to evaluate the performance of existing employees.Before designing training courses,we can conduct targeted research and development by referring to the competency model of employees to ensure that the training courses are practical and effective.The main innovation points of this paper are:(1)Design competency model for a specific headhunter.Looking through the literature on headhunting profession and the competency of headhunting companies in recent years,it is found that most of the articles focus on headhunting profession,specific work content of headhunting and business model of headhunting companies,and there are few researches on the employee competency model of a headhunting company.Through the research of W headhunting company,this paper designs the employee competency model for this company,and at the same time provides a real case reference for peers and other scholars to study the employee competency model of W headhunting company.(2)The competency model can be directly applied to the human resource management of W Headhunting Company.This paper designs the employeecompetency model of W Headhunting Company.Through reliability analysis and validity analysis,the competency model can be directly referenced and used by the human resource department of the enterprise,which plays an important and practical significance in improving the human resource management system of the enterprise and effectively helping the development of employees.