有人說(shuō)，行業(yè)發(fā)展遵循30年周期律。

　　Some people say that industry development follows a 30-year cycle law.

　　1993年，中獵頭公司成立；迄今為止，獵頭行業(yè)已然走過(guò)了完整的30年。在經(jīng)歷起步、繁榮、收縮和回歸的周期后，獵頭行業(yè)再次面臨新的挑戰。

　　In 1993, China's first headhunting company was established; So far, the headhunting industry has gone through a complete 30 years. After experiencing a cycle of initial growth, prosperity, contraction, and return, the headhunting industry is once again facing new challenges.

　　01

　　01

　　躺著(zhù)賺錢(qián)的日子一去不復返

　　The days of making money lying down are gone forever

　　獵頭做人才的生意，企業(yè)對人才需求旺盛的時(shí)期，就是獵頭行業(yè)的黃金時(shí)代。此前獵頭團隊或顧問(wèn)之所以成功，比較大的一部分原因在于他們抓住了需求爆發(fā)期的客戶(hù)，并快速交付了大量崗位。

　　Headhunters are in the business of talent, and the period when companies have a strong demand for talent is the golden age of the headhunting industry. Previously, the success of headhunting teams or consultants was largely due to their ability to capture clients during periods of explosive demand and quickly deliver a large number of positions.

　　但如今，隨著(zhù)經(jīng)濟下行，大環(huán)境迎來(lái)一波又一波裁員潮，對獵頭行業(yè)產(chǎn)生了不可忽視的影響。許多獵頭公司面臨客戶(hù)數量和訂單需求的驟減，業(yè)務(wù)難以開(kāi)展，甚有公司因此宣布倒閉，迫使員工不得不尋找新的出路。在這樣的市場(chǎng)低谷中，每一個(gè)雇主的動(dòng)作都對獵頭行業(yè)產(chǎn)生了強烈的沖擊。

　　But now, with the economic downturn and wave after wave of layoffs in the overall environment, it has had an undeniable impact on the headhunting industry. Many headhunting companies are facing a sharp decrease in the number of clients and order demands, making it difficult to carry out business, and even some companies have declared bankruptcy, forcing employees to find new ways out. In such a market downturn, every employer's action has had a strong impact on the headhunting industry.

　　另一方面，由于就業(yè)壓力的增加，越來(lái)越多的人進(jìn)入了獵頭行業(yè)。據不完全統計，截2023年底，全球獵頭行業(yè)的市場(chǎng)總規模超過(guò)5000億美元，美國以11%的規模占據世界的寶座，以9%的規模緊隨其后。

　　On the other hand, due to the increasing employment pressure, more and more people are entering the headhunting industry. According to incomplete statistics, as of the end of 2023, the total market size of the global headhunting industry will exceed $500 billion, with the United States occupying the world's top spot with 11% of the market size, and China closely following with 9% of the market size.

　　根據脈脈高聘人才智庫統計數據，2023年78.5%的獵頭從業(yè)者為本科及以上學(xué)歷，碩士和博士及以上學(xué)歷占比接近10%；80%以上的獵頭從業(yè)者年齡在35歲以下；近六成的獵頭從業(yè)者年薪不超過(guò)15萬(wàn)，不足一成的獵頭從業(yè)者年薪超過(guò)50萬(wàn)。

　　According to statistics from Maimai Gaopin Talent Think Tank, 78.5% of headhunters in 2023 have a bachelor's degree or above, with nearly 10% holding a master's or doctoral degree or above; More than 80% of headhunters are under the age of 35; Nearly 60% of headhunters have an annual salary of no more than 150000 yuan, and less than 10% of headhunters have an annual salary of over 500000 yuan.

　　02

　　02

　　瘋狂內卷催生服務(wù)的升級

　　Crazy internal competition drives the upgrade of services

　　但也留下了一片廢墟

　　But it also left behind a pile of ruins

　　供過(guò)于求導致獵頭行業(yè)陷入瘋狂“內卷”，卷學(xué)歷、卷性別、卷年齡、卷薪酬……呈現出激烈但又混亂的局面。

　　The oversupply has led to a crazy "internal competition" in the headhunting industry, with competition based on education, gender, age, and salary, presenting a fierce but chaotic situation.

　　競爭激烈導致客戶(hù)資源爭奪白熱化

　　Intense competition leads to white hot competition for customer resources

　　以前在某個(gè)特定的行業(yè)領(lǐng)域，可能只有幾家知名的獵頭公司服務(wù)于少數大型企業(yè)。但隨著(zhù)越來(lái)越多的獵頭公司和獨立獵頭顧問(wèn)涌入市場(chǎng)，他們都想要與這些企業(yè)建立合作關(guān)系。

　　Previously, in a specific industry field, there may have been only a few well-known headhunting companies serving a few large enterprises. But as more and more headhunting companies and independent headhunting consultants enter the market, they all want to establish cooperative relationships with these enterprises.

　　從客戶(hù)角度來(lái)講，可選項越多，對獵頭服務(wù)的質(zhì)量和效果要求就會(huì )越高。他們希望能夠在短的時(shí)間內找到匹配的人才，并且對人才的綜合素質(zhì)和適應性有著(zhù)更為嚴格的標準。這就使得能夠滿(mǎn)足客戶(hù)這些高要求的資源變得更加稀缺和珍貴，進(jìn)而加劇了獵頭之間的爭奪。

　　From the customer's perspective, the more options available, the higher the requirements for the quality and effectiveness of headhunting services. They hope to find the most suitable talents in the shortest possible time, and have stricter standards for the comprehensive quality and adaptability of talents. This makes the high-quality resources that can meet the high demands of customers more scarce and precious, thereby intensifying the competition among headhunters.

　　人才同質(zhì)化嚴重，缺乏獨特競爭力

　　Serious homogenization of talent and lack of unique competitiveness

　　從行業(yè)競爭的特點(diǎn)來(lái)看，獵頭行業(yè)的服務(wù)具有一定的同質(zhì)化傾向。在服務(wù)內容和方式上，不同的獵頭公司之間差異不大，這就使得客戶(hù)在選擇時(shí)更多地考慮知名度、過(guò)往成功案例以及等因素。

　　From the characteristics of industry competition, the headhunting industry's services have a certain tendency towards homogenization. In terms of service content and methods, there is not much difference between different headhunting companies, which makes clients consider more factors such as brand awareness, past successful cases, and price when choosing.

　　為了在這些方面脫穎而出，獵頭公司不得不投入更多的資源和精力去爭奪客戶(hù)，部分公司可能會(huì )大幅降低收費標準，承諾以更低的為其提供服務(wù)。但過(guò)度的戰對于整個(gè)獵頭行業(yè)的可持續發(fā)展是不利的，它可能會(huì )破壞行業(yè)的正常體系，導致一些注重服務(wù)質(zhì)量和性的公司難以生存。

　　In order to stand out in these areas, headhunting companies have to invest more resources and energy in competing for clients, and some companies may significantly reduce their fee standards, promising to provide services at lower prices. However, excessive price wars are detrimental to the sustainable development of the entire headhunting industry, as they may disrupt the industry's normal pricing system and make it difficult for some companies that prioritize service quality and professionalism to survive.

　　行業(yè)標準不統一，服務(wù)質(zhì)量參差不齊

　　Inconsistent industry standards and uneven service quality

　　相對而言，獵頭行業(yè)的準入門(mén)檻較低，沒(méi)有嚴格的資質(zhì)要求和規范的培訓體系。這使得任何人都有可能進(jìn)入這個(gè)行業(yè)，無(wú)論其是否具備足夠的知識和經(jīng)驗。有些人可能只是憑借一些人脈關(guān)系就開(kāi)始從事獵頭工作，對招聘流程、人才評估等知識了解有限，導致服務(wù)質(zhì)量難以保證。

　　Relatively speaking, the entry threshold for the headhunting industry is relatively low, and there are no strict qualification requirements or standardized training systems. This makes it possible for anyone to enter this industry, regardless of whether they have sufficient professional knowledge and experience. Some people may only start working as headhunters based on some personal connections, with limited understanding of the recruitment process, talent assessment, and other professional knowledge, resulting in difficulty in ensuring service quality.

　　但目前，獵頭行業(yè)還沒(méi)有形成一套被廣泛認可和嚴格執行的行業(yè)標準和規范，對服務(wù)質(zhì)量的監管也相對薄弱。這就導致一些不良從業(yè)者為了追求短期利益，可能會(huì )采取不正當的手段，如虛假承諾、惡意挖角等，嚴重影響了整個(gè)行業(yè)的聲譽(yù)和服務(wù)質(zhì)量。

　　However, currently, the headhunting industry has not yet established a widely recognized and strictly enforced set of industry standards and norms, and the supervision of service quality is relatively weak. This has led to some unscrupulous practitioners pursuing short-term benefits, which may resort to improper means such as false promises, malicious poaching, etc., seriously affecting the reputation and service quality of the entire industry.03

　　03

　　競爭加劇之際尋求突圍

　　Seeking breakthroughs amidst intensified competition

　　本質(zhì)上，這種內卷現象是一個(gè)擠泡沫的過(guò)程，是行業(yè)發(fā)展歷史的一個(gè)動(dòng)態(tài)調整階段。關(guān)鍵點(diǎn)在于：你和你的公司如何充盈自身，避免變成那個(gè)被擠的泡沫。

　　In essence, this phenomenon is a process of foam extrusion and a dynamic adjustment stage in the history of industry development. The key point is: how do you and your company fill themselves and avoid becoming the squeezed foam.

　　化細分領(lǐng)域的選擇

　　Selection of specialized sub fields

　　獵頭行業(yè)十分依賴(lài)知識和行業(yè)洞察力，獵頭從業(yè)者要想成功跳出“內卷”包圍圈，必須要不斷深化行業(yè)知識，緊跟市場(chǎng)經(jīng)濟發(fā)展的新動(dòng)態(tài)，充分了解人才發(fā)展的趨勢，準確把握客戶(hù)需求，為其實(shí)現更精準地人才匹配奠定基石。

　　The headhunting industry heavily relies on professional knowledge and industry insight. In order for headhunters to successfully break out of the "internal competition" circle, they must continuously deepen their industry knowledge, keep up with the new developments of the market economy, fully understand the trends of talent development, accurately grasp customer needs, and lay the foundation for more precise talent matching.

　　獵頭從業(yè)者要時(shí)刻關(guān)注當下處于市場(chǎng)發(fā)展藍海階段的物聯(lián)網(wǎng)、AI、企業(yè)數字化服務(wù)等行業(yè)，以及紅海階段的人工智能、新能源汽車(chē)、游戲行業(yè)、電子商務(wù)&新零售等領(lǐng)域，對這些行業(yè)的前沿信息發(fā)布、市場(chǎng)發(fā)展趨勢、政策變化有的了解，養成敏銳的市場(chǎng)洞察力，牢牢把握住新經(jīng)濟行業(yè)的市場(chǎng)機遇。

　　Headhunters should always pay attention to industries such as the Internet of Things, AI, and enterprise digital services that are currently in the blue ocean stage of market development, as well as fields such as artificial intelligence, new energy vehicles, gaming, e-commerce, and new retail that are in the red ocean stage. They should have a comprehensive understanding of the cutting-edge information releases, market development trends, and policy changes in these industries, cultivate sharp market insights, and firmly grasp the market opportunities of the new economy industry.

　　提升服務(wù)質(zhì)量與附加值

　　Improve service quality and added value

　　好的獵頭要對服務(wù)的企業(yè)在行業(yè)中的地位和企業(yè)的發(fā)展方向有深入了解和正確判斷，還要對客戶(hù)的人才需求有科學(xué)分析和精準定位，而不單單是一個(gè)簡(jiǎn)單的配對工序。

　　A good headhunter should have a deep understanding and correct judgment of the position and development direction of the enterprise they serve in the industry, as well as a scientific analysis and precise positioning of the client's talent needs, rather than just a simple matching process.

　　獵頭從業(yè)者通過(guò)與其他招聘平臺、培訓機構、行業(yè)協(xié)會(huì )、高校等建立合作關(guān)系，共享資源、互通有無(wú)，整合多方資源鏈，打造完整的招聘生態(tài)鏈，為客戶(hù)帶來(lái)更、更的招聘服務(wù)，滿(mǎn)足客戶(hù)多樣化的人才需求，從而增加客戶(hù)對獵頭服務(wù)的價(jià)值認可。

　　Headhunters establish cooperative relationships with other recruitment platforms, training institutions, industry associations, universities, etc., share resources, exchange information, integrate multiple resource chains, create a complete recruitment ecosystem, and provide clients with more comprehensive and efficient recruitment services to meet their diverse talent needs, thereby increasing their value recognition of headhunting services.

　　擁抱數字化，提率

　　Embrace digitalization and improve efficiency

　　水不流動(dòng)，久而久之便成為一潭死水；水一直流動(dòng)，便是活水，可生萬(wàn)物。真正有效的獵頭服務(wù)是一個(gè)非常精細和復雜的需求匹配過(guò)程，而數字化正是提率的利器。

　　Water does not flow, and over time it becomes a stagnant pool of water; Water that keeps flowing is living water, which can give birth to all things. A truly effective headhunting service is a very refined and complex process of matching needs, and digitization is a powerful tool to improve efficiency.

　　比如，可以利用大數據技術(shù)進(jìn)行人才搜索和篩選，通過(guò)對海量數據的分析，精準定位潛在的合適候選人，而不再局限于傳統的人脈和簡(jiǎn)歷庫；又例如，運用的數據分析工具，根據特定的職位需求和人才特征設定參數，可以快速找出符合條件的人選。

　　For example, big data technology can be used for talent search and screening. By analyzing massive amounts of data, potential suitable candidates can be accurately identified, rather than being limited to traditional networks and resume databases; For example, using professional data analysis tools to set parameters based on specific job requirements and talent characteristics can quickly identify qualified candidates.

　　本文由 濟南獵頭公司  友情奉獻.更多有關(guān)的知識請點(diǎn)擊 http://www.yoshimura-japan.com    真誠的態(tài)度.為您提供為的服務(wù).更多有關(guān)的知識我們將會(huì )陸續向大家奉獻.敬請期待.

　　This article is a friendly contribution from a headhunting company in Jinan. For more related knowledge, please click http://www.yoshimura-japan.com Sincere attitude. We provide you with comprehensive services. We will gradually contribute more relevant knowledge to everyone. Please stay tuned