Directory目錄
Job
Banks n HeadHunters
求職網站及獵人頭
Please read the explanation at
the bottom, thank you.
請詳頁底說明，謝謝!
This blog’s Directory of employers’ work environment introduction
and work opportunities advertising.
本部落格目錄有關雇主們工作環境介紹及刊登的工作機會。
↑Explanation↓說明
1. The way advertisers show their
subject of articles please see paragraph 1 and 5 in CheckList in [ExpertsSay].
2. Advertisers who use this
directory page, please your situation match all the 3 items below:
(1) You are Job Bank company, and you
also provide headhunting service, or, you are a headhunting service company and
you have your own website advertising work opportunities.
(2) If your job opportunity website
filtering function includes the [Country] option, the option content must
include Taiwan or the Republic of China.
(3) In the article content you share,
regarding the introduction of website functions or talent hunting services, please
include an introduction of the mechanism for preventing fraudsters from
publishing job advertisements, or, to introduce the way you help job seekers
screen [fake] recruitment vacancies (for example: there is actually no
recruitment need, and it is only for personal information and labor market
conditions collecting purpose through the recruitment process).
Article
content reference topics:
(1)Public
news reported within N years that there is a CEO or above of company A was
accused of sexual harassment (B1) or other illegal cases (B2), and the company
entrusted your company to recruit talents:
a.Do the
number N and the case type B1 or B2 affect your company’s decision to accept this
entrusted services request?!
b.Same as
a., after your company accepts the entrustment, under what circumstances you will
inform the job seekers about the N, B1 or B2 situations of the entrusting
company and ask them to judge the suitability of the job opportunity by
themselves?!
The background of this issue
comes from the author of this blog’s experience of job searching, there was a
headhunting firm not revealing the CEO’s sexual harassment news which has just
happened 1 month ago ( it was under investigation , the case has not closed
yet), the response from the headhunting firm of the inquiry was: the headhunting
firm has already known the news, however, they won’t inform the candidates the
news, the talents need to judge the situation of all the work opportunities by
themselves.
The author of this blog believes
that headhunter firm or the consultant have failed to fulfill their work obligations
in reporting the status of the job opportunities. What do you think?!
(2)Headhunting
companies advertisers, please share your idea that would you proactively inform
job seekers that [the specific job openings or interviews you have opened are
for collecting talent information for later use purpose, and this specific job
opening or this time interview is currently no entrusted company recruiting
talents]?
The background of this issue
comes from those ideas this blog’s author has received, some thinks it is a
taboo in business competition or there is no harm if keep it transparent, and some
think each talent hunting consultant can decide and operate it by situation
etc.
There is a senior talent hunting
consultant saying that: [I’ll say it in my invitation to them. I must be in a sincere
and honest attitude because they may be my clients in the future or they will
recommend me/my company; my children may need headhunting service when they are
seeking for jobs, I hope they will meet someone providing service with sincere
attitude, I need to do it by myself first.]👈What do you think?!
(3)Someone
has changed jobs for Y times within N years. In your opinion, what number the N
and Y stands for is most appropriate?! And, among your clients, how many kind
of opinion they have in this kind of situation?! More than that: if there is a
person successfully changed job for 3 times within 1 year, some companies think
this person is adaptable, however, some think this person is jumpy and not
stable enough; please share how you will deal with it when you receive a resume
containing this kind of work record?!
(4)In all
the cases you’ve dealt with, what is the majority CEO’s professional work
background?! Please firstly assume it is: Sales related or Marketing related,
and please let me consult you, when there are candidates of [high work level]
with other professional work background such as manufacturing, finance and
accounting, human resource, legal, auditing or special assistant, they need
your help to search for a CEO work opportunity, in this situation, what questions
you would like to ask them or what advices you will provide or how you will deal
with this kind of situation?!
Accordingly,
with your professional work experience, you think someone 95% matches a
particular [high work level] work opportunity, there is only this person’s past
work title or a condition not matched your client’s requirement, how you will
deal with it?!
This
question comes from the author of this blog’s work experience when representing
for employers working with headhunting firms, there were kind of situation and
it can feel and reflect various headhunting firms’ professional services and
value are different.👈 What
do you think?!
3. Advertisers who use this page,
please also provide a short description aligned with above 2, it will be added
under the subject of your article in this page.
4. Advertisers who contribute
article in multiple languages, the order of listing your subject by language,
from top to bottom is: English, Traditional Chinese, and advertisers define the
order of other languages used.
5. In this page, the order of
subjects from top to bottom is by the date of sponsorship paid, subjects of
articles will be listed in a higher place if their sponsorship is paid earlier;
advertisers with the same payment timing, their listing order will be based on
their earlier articles submission date or by the English letter of their brand
name from A to Z.
Thank you for your interest in self-media
of this blog.
Advertisers
of this blog using the self media resources by sharing articles, sponsorship
and requesting for corresponding resources defined in [Return for Kindness
Chart(amount of sponsorship)]; besides providing advertising material, please
provide [Letter of Authorization for
Message Publishing] and [Advertising Authorization and Statement].
Interested advertisers please refer to the information at
the bottom of the directory page of [Something About Business Management] and click and download
for your reference, thank you!
1. 廣告主使用本目錄張貼文章主旨的方式請詳[專家說]檢查清單段落1及5。
2. 使用本目錄的廣告主，請您的狀態符合下列全部3項目：
(1) 您是人力網站公司(Job
Bank)，同時提供獵才服務，或者，您是獵人頭公司，而且有專屬網站刊登著工作機會。
(2) 您的工作機會網站篩選功能若包括[國家]選項，選項內容必須包含台灣或中華民國。
(3) 您分享的文章內容，有關網站功能介紹或獵才服務，請包括介紹防止詐騙者刊登求才廣告的機制，或者，您協助求職者篩選[假的]招募職缺的方式(舉例：實質上並沒有招募需求，只是透過招募人才程序收集個人資料及人力市場行情)。
文章內容參考議題：
(1)N年內的公開新聞報導A公司執行長或以上職務主管被控訴性騷擾(B1)或其他不法案件(B2)的公司委託貴公司獵才：
a. N的數字與案件種類B1或B2，是否影響貴公司接受委託服務的決策呢?!
b.同a.貴公司接受委託之後，什麼樣的狀態您會將委託公司的N、B1或B2種類告知求職者請其自行判斷工作機會適當性呢?!
本議題背景起因本部落格作者求職時遇到獵人頭公司對於前1個月份發生求才公司執行長性騷員工新聞隱匿(調查程序中、尚未結案)，經詢問，獵人頭顧問稱:獵人頭公司已知新聞，但不會主動告知求職者新聞狀況，由人才自行判斷工作機會狀態。
本部落格作者認為獵人頭公司或顧問未盡工作機會狀態告知義務。您認為呢?!
(2)獵人頭公司的廣告主，請您分享您是否主動告知求職者，[您開放的特定職缺或面談，屬於收集人才資料備用，此職缺或這次面談目前尚無委託公司徵求人才]這樣的情況呢?!
本議題背景起因本部落格作者得到的心得分享有視為商業競爭禁忌、公開說明無妨、由各獵才顧問人員自行操作等等。
某資深獵人頭顧問分享：[邀請的時候我就會提到。我必須以真誠的態度對待候選人，因為他們在未來可能成為我的客戶或推薦我/我的公司；我的小孩在求職時也可能需要獵人頭，我希望他們也遇到真誠的服務、從我做起。]👈您認為呢?!
(3)N年內轉職Y次。您認為N與Y的數字是多少比較合適呢?! 通常您的客戶群有幾種看法呢?! 甚至：1年內成功轉職3次，部分公司認為人才適應力強或多才多藝，部分公司認為人才穩定性不佳，請問您接收到這樣的履歷表時可能如何處裡呢?!
(4)請問您經手的CEO專業背景以什麼資歷居多呢?! 假設是：業務類及行銷類專業背景。請問您，當其他背景的[高階人才]，假設是製造類、財會類、人資類、法務、稽核甚至是特別助理請您協助尋找CEO職缺，您會詢問什麼樣的問題或給予什麼樣的建議，或如何處理呢?!
同樣地，當您的專業經驗認為某人才95%適合某[高階]職務，只有工作職銜或某個條件不符合您客戶的要求，您將如何處理呢?!
本議題背景來自本部落格作者代表雇主提出人力實際需求與獵人頭服務商互動實際經驗，狀況多樣，能夠感受到獵人頭公司不同的服務專業與價值。👈您認為呢?
3. 使用本頁面的廣告主，請同時提供符合上述2的簡短說明，要一起列本頁面您的文章標題下方。謝謝。
4. 廣告主以多語言分享文章，您的文章標題，依語言，由上到下的順序是：英文、繁體中文、其他語言的排列順序由廣告主自行定義。
5. 本頁面文章標題順序由上到下依廣告主贊助日較早排列較上面；同時贊助的廣告主之間，則依照較早投稿日或品牌的英文字母A到Z排列。
謝謝您對本部落格自媒體的興趣。
本部落格廣告主透過分享文章及贊助文章對應[善舉回報表(贊助金額)]索取自媒體資源；除了廣告材料，使用自媒體資源請提供[訊息發佈授權書]及[廣告刊登授權與聲明書]。
有興趣的廣告主請點閱[公司管理兩三事]目錄頁底部下載資訊索引，謝謝!