Research On The Improvement Of Recruitment Efficiency Of Headhunting Company A

With the change of the global economic environment and international competition environment in the 21 st century,the demand for talents is becoming more and more prominent.Brought by the headhunter as China's reform and opening up new things not only for the provision of enterprise human resource consulting and services business,also can promote the rational flow of human resources and configuration,can be more effective to help enterprises in the high-level talents selection and configuration to play a more important influence in the middle.But it is undeniable that headhunters and headhunting industry in domestic development is not yet mature,because time is shorter,industry growing its evident from personnel quality is not high,poor ability to communicate with the client,the problem such as the lack of practical experience and professional knowledge.In addition,complete a search order,need 20 multiprogramming,involve the executive search firm,corporate clients and candidates the three stakeholders,any link appeared deviation,will affect the efficiency of recruitment.At present,the best management practice of headhunters is relatively scarce,and the low efficiency of recruitment is one of the pain points of the industry.Based on this background,this paper takes A headhunting company as the research object,from the executive search firm(search consultant),corporate clients and candidates the three principal stakeholders,thorough investigation of the current situation of A recruiter,and puts forward A headhunting company from multiple perspectives for efficiency evaluation dimensions and the current outstanding problems.On this basis,this paper USES literature research and questionnaire survey from the perspective of the three parties to explore the key factors that influence efficiency of A headhunter recruitment,recruitment efficiency and key factors for list proposed countermeasure,expect can provide domestic headhunting industry to promote the efficiency of recruitment with certain reference value.