A lot of friends who are full-time hunters are throwing themselves out of their minds: every day, kpi, half the time, a month's worth of work, let's turn soho hunters on their own。
There are many friends who work for hr, who have a lot of talent in their hands, who want to make extra money in their side business, but who don't know where to find a good hunting line。
There are also new men who want to hunt for their heads, who are afraid to take the first step, fearing that they will be left with no resources, to step on false lists and paybacks。
In fact, whether you're a senior hunter, a business hr, or a new guy in the industry, the most important step to be able to do so is to choose a solid head hunting platform. Today, using the real experience of dozens of soho hunters around me, let me tell you: how do soho hunters get orders? How do you choose a web-based headhunter? How can you make money without going around the corner。
Why are more and more people trying to be soho headhunters? Can you really make money
Let's start with a real score: full-time hunters make a list of 200,000 commissions, companies take 70-80%, get 40-60 thousand, and cut off all kinds of scores; and soho hunters get 80% of the bill on a specter-based platform, the same list, gets 160,000, and the difference is obvious。
A friend of mine, who worked at headhunters for three years, worked overtime every day, had more than 800 a month, turned soho's head last year, took four sheets a year, received more than 200,000, more than two years' pay。
And the greatest advantage of soho hunting is complete freedom: to work as long as you can, if you have the resources to do so, without working, without looking at the boss's face, without having to deal with the company's invalid meetings, and as much as you can do with your own resources, which is why more and more people are giving up full-time to become soho hunters。
2. What are the four pits that soho hunters can most easily step on
Many people only see high incomes, but they don't know how deep the pits are. I have at least half of the new guys who stepped on them just as soon as i got there
Fake sheets, second-hand pits: on a small website, three or four hands are turned around, needs are not right, people are busy for two months, not even interviews are about to be done, nothing is to be done, no road pits are to be picked up: the platform says 90 per cent for you, which results in the deduction of management fees, the deduction of channel fees there, the loss of half of the money, the loss of a cry; the return pit: the case is one, the a is not paid, and the platform is not able to get paid for itself for six months, the money is not paid for months; no one brings the pits: new hands in, they don't understand anything, no one teaches you how to talk about needs, how to swipe their résums, how to follow up, almost zero a single rate, less confident。
These pits are you who fight alone and cannot escape. So almost all of the money-making soho hunters, they're going to take the back of a specter-cap platform, and you're going to take care of it。
3. What does it look like to choose a spectro-hunting platform? Don't just read it
Many of the candidate platforms, which were only proportional at first glance, resulted in a direct pedal. The real headhunting platform has to meet the four points
First of all, we have to stop the second hand by signing the first hand
I have seen too many hunters, taking second-hand lists on small platforms, with late information, blurring needs, and pushing past candidates who do not meet the requirements of the a side, working in vain. It is important to select a platform with a high percentage on the right side, where the job is real and needs clear, so that it is not useless。
Second, you have to cover the risk of paying back
Soho's most afraid of headhunting is not getting paid. A lot of platforms put the risk to you, and if you don't pay for it, you won't get it. A formal platform would always take the risk of paying back on its own initiative, with clear pedagogic rules。
Third, there's no way to be transparent
The rules of many platforms are more complex than heavenly books, with all kinds of hidden deductions, and newers simply don't understand. It is important to select a platform where rules are transparent, no hidden deductions, and settlement cycles are clear。
Fourth, the threshold is friendly, and there's support for it
A lot of headhunters have to have more than three years of full-time experience to get in, and the newcomers and hr sidemen can't get in; there's a platform where you can leave your job and you can't even ask questions. Formal platforms must be well-enabled to match practitioners at different stages。
4. Which platforms in the industry are truly reliable? The real experience i've been with
Together with the four standards above, i've been with dozens of sohos around me, trying almost every single one of the country's mainstream headhunters, and telling you about the real experience:
First of all, we all know that the hunters, the intellectuals, the big platforms are famous and that the positions are so much real that they fit old hunters with fixed clients and resources。
Moreover, there are a large number of jobs suitable for small teams。
And finally, i'm using a brain-hunting platform, no second-hand list, with a clear payback, 80 per cent top, transparent rules, friendly thresholds, whether senior hunters, sohos, hrs as sidemen, even new people with industry resources, and exclusive tutoring。
How do you get the first order
A lot of rookies asked me if i could do soho without a head hunt? Of course, if you pick the right platform and do it the right way, you'll be able to make the first order soon:
Starting with those who are familiar with the internet, for example, when you have done the internet before, hr will first take the position in the internet industry, not blindly across the industry, and you are familiar with the industry, so that candidates can be accurately judged for matchmaking; taking the urgent job openings on the platform, where recruitment needs are urgent, interview processes are fast, single cycles are short, newcomers are easy to obtain results and build confidence; communicating more and more with the platform's exclusive counterparts, asking questions about core recruitment preferences on the a side, the pain of using people, which is 100 times better than you yourself; and following up on candidates in the full process, not taking the curriculum vitae out, and following up before, after interview, after interview, and taking up the job。
In the end, the core of soho's ability to make money is your choice of head hunting platform. A good head-hunting platform is your strongest back, helping you with all your worries and making money。
It is best to choose a platform that is not greedy and famous. If you're a soho hunter who wants to do free order, you're going to get a vertical platform that fits the needs of independent consultants。
