Tony 30年的猎头公司经验构成很有意思：来自于伦敦这个招聘业最发达的城市（据说有15000家以上的招聘公司），在 Michael Page、MRI这些很有特点的猎头公司工作过，自己开过猎头公司，在全球38个国家开过培训课程。这样的经历，使他在关于猎头公司的见解上既有深度也有广度。
在他看来，“尽管中国的猎头公司市场有其与众不同的特点，但它们也存在着共性”。本期《大猎论道》，Tony分享给我们全球适用的“成功猎头公司生意的八大特质”。
—— Charles 陈勇 （FMC 创始人，《大猎论道》第一任主编）
I have spent more than 30 years in recruitment and recruitment consultancy and training and have worked with many of the worlds' most respected recruitment companies in 38 countries where I work with a diverse portfolio of leaders and business owners in recruitment - across markets and sectors - to help them grow their businesses through learning and development.
我在猎头公司以及与猎头公司咨询培训相关的领域有超过30年的工作经验，在此期间，我曾与享誉全球的猎头公司的管理层及老板们共事过，他们来自于38个国家中的不同市场与行业领域，我通过培训与发展规划，帮助他们实现业务的增长。
Additionally，I was worked in Michael Page when I joined in recruitment industry. In 1996 I founded my own recruitment company which was a multi-award winning office of the MRI International network.
补充一点，我迈入猎头公司职业生涯的第一步，是加入了Michael Page（米高蒲志）公司。在1996年，我成立了自己的猎头公司，作为MRI的加盟公司之一，曾经荣获多个奖项。
The international recruitment market,has been facing up to threats and challenges from all quarters ; the Western economies have been suffering from a prolonged period of negative economic growth which has led to the development of internal recruitment teams, RPO and BPO, increased downward fee pressure and more competition for fewer roles. Additional challenges have been presented by client's use of sophisticated Applicant Tracking Software and the growth of LinkedIn.
目前，国际猎头公司市场面临着来自各方面的压力和挑战。西方经济正持续忍受着经济负增长之痛，这导致了内部招聘团队的蓬勃发展，RPO（招聘流程外包）及BPO（业务流程外包）方式的出现，与日俱增的降低服务费的压力，更多竞争对手对更少职位委托的竞逐。更严峻的挑战还来自于，客户对精准的自动求职跟踪系统的使用以及对LinkedIn的日趋依赖。
The Chinese recruitment market may be relatively immature, but it is fuelled by ambitious, competitive individuals, who, in my experience are hungry to learn from others success. However, despite a period of economic growth this is a very competitive landscape for recruiters who are increasingly facing the same threats as my international clients, but also an explosive growth in internal competition from new recruitment companies （c. 12,000 5 years ago to c. 20,000 today）。
中国招聘市场则可能相对稚嫩，但它正被一群充满雄心壮志和竞争力的人推动着。以我的经验来看，他们正如饥似渴的从他人的成功中学习。尽管中国经济处于长期增长中，但对于猎头公司来说，这里却是一片竞争非常激烈的沃壤。他们不仅要逐渐面临我国外的猎头公司客户们同样在应对着的挑战，还遭受到来自本土新兴招聘服务公司爆炸性的增长所带来的夹击。（公司数量已从5年前的12000家一跃而至现在的20000家）
So, whilst the Chinese recruitment marketplace is truly unique it is also exactly the same!
所以，尽管中国的猎头公司市场有其与众不同的特点，但它们也存在着共性。
I've been lucky enough to work with and learn from exceptional organisations, high-performing recruitment consultants and some of the most inspired leaders in the recruitment industry. These types of organisations have enduring track records and demonstrate that no matter how challenging market conditions are there is ample opportunity for recruiters worldwide to build and grow successful recruitment organisations and remain more relevant than ever into the future.
我有幸曾与猎头公司业界非常杰出的组织、高效的顾问及一些极富创造力的领导者们共事并向他们学习。这类组织用持续保持的业绩记录，展示出无论市场条件多么的充满挑战，对于世界各地的猎头公司而言，仍然有足够的机会去建立及发展成功的猎头公司组织。在未来，让他们致胜的这种能力将会更加得以凸显。
How are these truly unique businesses also exactly the same? I've identified eight traits that enduring and successful recruitment individuals and organisations seem to share, they are:
那么，这类非常独特的猎头公司有哪些共同的特质呢？从他们的身上，我辨识出了八种特质：
（一） SUPER BRAND 超凡的品牌
（二） SCIENTIFIC & SYSTEMATIC 科学性和系统性
（三） SPECIALIST 专注
（四） SALES FIRST 销售优先
（五） SELECTIVE 精于挑选
（六） SUCCESSION PLAN 接班人计划
（七） SMART 聪明
（八） SIMPLE 简洁
（一）SUPER BRAND 超凡的品牌
The most successful recruitment businesses, large and small, have a strong sense of self – an enduring Vision which is articulated up and down the organisation and underpinned by a set of values that drive the culture and behaviour of the organisation.
无论规模大还是小，最成功的猎头公司都具有强烈的自我意识 —— 一种持久的愿景，这种愿景从上至下串联着整个组织， 以一整套的价值观作为基石，驱动着组织的文化和行为。
Businesses that focus on building a Super Brand know that you don't necessarily have to be world sized to be world class, but you do have to have a big Vision and a clear sense of who you are and what you stand for.
那些专注于建立超凡品牌的企业，知道自己不是要打造成为全球规模或世界一流水平，而是确实怀有一个宏大的愿景，以及一个清晰的自我认知：我是谁？我能做到什么？
Set the vision and communicate it over and over again – internally and externally – the best recruiters and recruitment businesses leave their clients and candidates in no doubt as to their differentiators （what makes us different? what makes us better?） and their Value Add.
设定愿景，并在企业内部与外部不厌其烦的去传播，最好的猎头和猎头公司能够让他们的客户和候选人准确的说出他们的独特之处及附加值所在。（是什么让我们与众不同？是什么让我们超越同行？）
（二）SCIENTIFIC & SYSTEMATIC 科学性和系统性
The most successful recruitment organisations leave nothing to chance. They recognise that a well structured, robust, and systematic approach to the recruitment process is the way to deliver professional and consistent results to Clients, Candidates and Consultants.
最成功的猎头公司从不依靠运气。他们意识到一个结构良好的、稳健并且系统性的招聘流程，能为客户、候选人及顾问带来专业且持续稳定的结果。
World class recruitment companies adopt robust and scientific processes in every aspect of the business:
世界顶级的猎头公司会将稳健、科学的流程应用于方方面面：
Recruitment Process : formalising a step by step methodology that delivers results over and over again.
招聘流程：标准化一套环环相扣的方法，不断的持续产出业绩。
Hiring &Retention : potential consultants are interviewed in the same way every time , from first contact to Induction and On-boarding.
招入与留用：确保以相同的方式对有潜质的顾问们进行面试、第一通电话的沟通、入职指引到上班。
Technology: best practice in the place of technology is embedded into the recruitment process , but supports rather than drives the recruiters.
科技：对科技最好的应用方法，就是将它作为一种辅助工具植入到招聘流程中，但不要反客为主。
Training: Consultants benefit from a formalised induction and ongoing trainingprogramme – ensuring early success and long term retention.
培训：将入职培训及在职培训体系规范化，这样能使顾问们获益良多——确保他们能尽早成功并持续这种状态。
Measuring Success: Easily measureable Key Performance Indicators are the cornerstone of all top recruitment businesses where they are thought of as 'Success Ratios' versus policing tool. Activity against KPIs is recognised, but commission, rewards and remuneration packages are not tied to this.
量化成功：各种容易衡量的KPI（关键绩效指标，以下用KPI表示）是所有顶级猎头公司的基石，他们被视作是“成功率”及管理工具。鼓励他们针对KPI开展工作，但佣金、奖励和薪酬待遇不能仅仅与KPI挂钩。
（三）SPECIALIST 专注
In the last few years in the West the growth of LinkedIn in combination with tough trading conditions accelerated the drive for cost savings and the proliferation of internal recruitment teams, RPO and BPO. In difficult market conditions this shake-up has hit the low cost, high volume recruiters the hardest; typically these recruiters have been dependent on technology to provide leads and candidates and they are now competing on speed of clicks with an army of recruiters working on even lower margins.
在西方，过去几年来，随着LinkedIn的发展加之贸易环境的艰难，加速了对压缩成本的驱动，催生了内部招聘团队、 RPO以及BPO模式。在艰难的市场条件下，这些冲击让那些做“低成本大批量”模式的猎头公司雪上加霜，通常这类猎头公司依赖于用科技提供招聘方向与候选人，而现在，他们则需要与来自利润率更低的同样依靠“网络+鼠标”的猎头公司大军比赛速度。
Clients, and in particular, their Line Managers are waking up to the fact that whilst 'click' recruitment methods may fill the easy positions, for time sensitive, leadership and specialist roles these methods simply do not work.
客户，尤其是用人部门的经理们，逐渐意识到一个事实：用“网络+鼠标”的招聘渠道可以找到一些简单的职位，但如果是那些时间紧急的、管理层级的，以及专业性强的职位，这种方式则不管用。
Add in the additional pressures of an economic recovery and a return to “he War for Talent” where candidates with specialist and desirable skills are in high demand and short supply - and this creates an ideal environment for those recruitment businesses , no matter what size, who are niche and specialist.
经济复苏及回暖也为“人才争夺战”带来了额外的压力，导致有专长及市场所需能力的候选人供不应求，这为那些有专注行业和细分市场的猎头公司，无论规模大还是小，创造了理想的发展环境。
This is as true here in China as it is in more mature recruitment environments, one of the greatest inhibitors of continued growth will be access to skilled and highly qualified candidates.
中国市场已经具备了更为成熟的猎头公司环境，阻碍其发展的最大因素之一，是如何找到具备技能熟练与高素质的候选人。
No matter what the competitive landscape there will always be a place for specialist recruitment expertise, what we used to call the'bricks' recruiters, those organisations who have a more highly trained work force with a well developed tool kit of'old fashioned'recruitment expertise, who are knowledge workers and who work the 10 – 15% of positions that will never be filled by the low cost, mass market providers.
无论在怎样的竞争环境下，总能有专注某个领域的猎头公司的位置，我们习惯称他们为“挪不走的砖头”。如果猎头公司拥有那些：训练有素的、掌握着“过时”的招聘技能的猎头公司，知识型员工，以及能将10~15%的时间投入到职位找寻上的猎头公司们，他们将永远不会被那些低成本的大量供应商所取代。
（四）SALES FIRST 销售第一
Market leaders in recruitment here and internationally are those businesses that are single minded about business development – making sales their first priority every day. These are organisations where a sales culture is a source of pride, and where business development activity is never allowed to drop below 50% of commercial time.
中国和境外的猎头公司市场领导者，都是那些一心只想着拓展业务的公司——销售是每天工作的首要任务。在这些组织里，销售文化被引以为傲，客户的开发工作不得低于每日工作用时的一半。
In China and elsewhere I have seen too many businesses that are bottom heavy, where recruiters with a business development or even a 360 degree skill set are in the minority and as a result the business is dependent on too few accounts. This poses a massive （potentially fatal） risk to that business when markets slow or a key client has a hiring freeze.
在中国和其他地方，我看过了太多本末倒置的猎头公司，那些具有客户开发能力的顾问甚或360度顾问只占非常少数，这导致了业绩产出只能依赖极少的客户。这为生意带来了极大的（甚至可能是致命的）风险，尤其在市场发展放缓或手头的大客户招聘冻结的时候。
In China I have witnessed manybusiness leaders reluctant to push their consultants too hard, or train them to business develop fearing that they may leave because they don't like to be pushed to business develop or, worse, if they have 360 skills they may leave and take clients with them. Guess what? I've witnessed this same pattern wherever I have trained!
在中国我目睹了许多猎头公司的领导不太敢对顾问们施加压力，或者对如何开发客户给予培训，害怕顾问们会因为被逼着开发客户而离开，更糟糕的是，如果是360度顾问，他们还可能带走客户。你猜怎么着？我在所有我培训过的地方都目睹过类似的情形。
Leading recruitment businesses never reduce their emphasis on sales and new business development and when hiring consultants the number one criteria is a sales profile.Successful recruitment owners protect their businesses by ensuring they have a majority of 360 degree recruiters in their business, and by training and supporting those recruiters well.
领先的猎头公司向来对销售及客户开发非常的重视，在他们聘用顾问时，第一个标准就是销售背景。在成功的猎头公司老板的团队中，绝大部分为360度顾问，公司还为他们提供良好的培训和支持，以此来确保生意的发展。
They also protect their businesses by ensuring that each client relationship is a business to business relationship rather than dependent on one individual. They meet each client, and establishtheir entire organisation as the solution by making the client aware of the resources, team and Super Brand that stand behind any one salesperson.
他们与客户之间建立生意关系，而不是依赖于依靠个人建立的关系来维护生意。他们与每位客户见面，构建整个组织才是为客户带来解决方案的概念，让客户意识到这些都是与他们接触的销售人员背后的资源、团队及品牌带来的。
（五）SELECTIVE 精于挑选
Because winning recruitment businesses are Sales First and are single-mindedly focussed on continuous business development they can afford to be extremely selective. These businesses and their recruiters do not spin their wheels or waste their time partnering with clients that don't respect their place in the process, or on poorly qualified or unrealistic Job orders.
由于成功的猎头公司是“销售第一”且心无旁骛的专注在持续的业务拓展上的，这样他们就可以对客户相对有选择性的挑选。这 些公司及他们的猎头公司人员不会对在招聘流程中不尊重他们的、资质不佳的，或者对职位抱有不切实际的需求的客户身上浪费时间。
The best recruiters are selective about the candidate's they work with - only representing those who demonstrate mutual respect, are fully co-operative , realistic in their expectations and have skills and experience that are in demand in the marketplace.
最好的猎头公司会挑选与他们合作的候选者——为那些能彼此尊重、完全配合、对未来的期望切合实际并且具有市场所需能力和经验的候选人而代言。
They recognise that to be anything other than highly selective is a poor investment of their commercial time.
他们认为如果不经挑选等于在浪费他们宝贵的时间。
Leading recruitment businesses are extremely selective in the people they hire, and are not afraid to remove toxicity, to fire those that don't support the Super Brand, are unable or unwilling to be Sales First or who don' t support their vision and goals.
领先的猎头公司企业在招聘自己人时也很挑剔，敢于去除害群之马，解雇那些不能支持公司品牌、不具备能力或不愿意把销售放第一位、或不认可他们愿景及目标的人。
（六）SUCCESSION PLAN 接班人计划
The best recruitment companies, large or small are those that recognise the development needs of their recruiters and that invest in training and development, - in particular investing in their next layer of leaders and supporting them with robust management systems.
最好的猎头公司，无论规模大小，都能正视猎头公司们的成长需求并且能投资于对他们的培训和发展上——尤其是投资于第二梯队的领导上，并且以强有力的管理系统支持他们。
Here and at home, over and again, I see good recruiters 'promoted' to Team Leader without being giving adequate support with the transition – and, let's be clear, top recruiters don't always make the best managers!
无论在哪里，我总是能看到优秀的猎头公司被“晋升”成团队领导，却没有给到帮助他们顺利过渡的足够的支持——老实说，顶级猎头公司通常不会是一名优秀的管理者。
Identifying those individuals who can balance desk performance with management is not easy, but putting robust Scientific and Systematic processes that support replication of successful habits is very achievable and aids retention of good recruiters – the top businesses know this.
虽然难以识别出那些能同时平衡好业绩与管理的人，但是借助健全的、科学而又系统化的流程来去复制成功的习惯却是非常容易实现的，并且这有助于留住优秀的顾问——顶级的猎头公司都知道这一点。
（七）SMART 聪明
Smart recruitment businesses judge their success on profit not size, they understand that bigger is not necessarily best; they choose to work smart not hard, they have a clear vision, invest in their brand, their systems and above all else their people.
聪明的猎头公司老板们通过利润而不是规模作为成功的标准，他们懂得更大并不代表更好，他们选择聪明的工作而不是埋头苦干，他们有清晰的愿景，愿意投资在品牌与系统上，尤其愿意投资在人身上。
They put planning for success at the heart of the business, and empower their recruiters to be focussed in their daily activity by building a super brand, being scientific and systematic in their operations. They know that being specialist knowledge workers who put sales first allows them to be commercially selective -which all adds up to working Smart!
他们将追求成功的计划作为生意的核心，授意猎头公司们在日常的工作中专注于建立超凡的品牌，更科学以及系统的进行业务操作。他们知道那些把销售放第一位、拥有专业知识的员工而且在工作上懂得如何“挑剔”的员工，能更聪明的工作。
（八）SIMPLE 简单
The most successful recruitment companies in the world are those that are relentlessly, elegantly Simple.
世界上最成功的猎头公司企业是那些简单得无情又优雅的企业。
These are organisations and individuals that apply the principles above to create businesses that are Simple:streamlined and business fit, able to adapt and respond to market conditions , avoid distractions and focus on success.
这些被成功的猎头公司公司和从业人员应用着的原则非常简单：菱形架构的，能随时根据市场环境作出反应的，全副精力专注于成功 。
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