臺灣博碩士論文加值系統

中高階人力仲介顧問乃專門從事中高階人力與職缺的媒合的一群人，因為他們可以提供公司特別優秀和挖掘出其它招募管道上不會出現的人才，故此管道已普遍被人資經理人採用。雖然這個職位的價值已普遍被認可，但過去鮮少有人探討擔任顧問所應具備的條件為何，故本研究目的即探討獵人頭顧問應該具備的職能為何。本篇研究採取利益關係人的觀點，利用深入訪談法直接獲取顧客端即人資經理人和人才使用高階主管人力仲介顧問的經驗；同時也透過訪問十四位高階人力仲介顧問，了解高階人力仲介顧問的工作內容、工作特性、績效衡量指標、及從事這份工作所需要的資源環境、人格特質、技巧和知識。研究結果發現擔任高階人力仲介顧問所需要人格特質、技巧、知識最重要的前三項分為別為抗壓性要高、喜歡人和情緒管理、溝通能力、建立人際關係的能力、學習能力、顧客所隸屬的產業知識、顧客公司的知識和職位的知識。另外，要能成功的媒合除顧問個人應具備的條件之外，顧問本身的人脈、用人公司端和人才端坦白而誠實的資訊提供也是媒合成功必備的要件。

Executive search consultants (headhunters) make matches between executive talents and job openings at top levels in organizations. Headhunting service is heavily used by human resources managers since it provides opportunities for grafting high-quality, non-job-seeking talents from other organizations. The usefulness of headhunting service is well recognized in our society; however, the requirement for headhunter’s job has been largely neglected in literature. The purpose of this study is to explore the nature of the knowledge, skills, and personal characteristics required by the job of headhunters. The study adopted the stakeholder approach and conducted in-depth interviews on five human resources managers, five job candidates and 14 headhunters to get their knowledge about the job content, job characteristic, performance indices, work environment and job requirement of headhunters. The findings from our interview show that the tolerance for pressure, care of people, emotional intelligence, communication and interpersonal skills, ability to learn, and knowledge about industry, company, and job openings are the important job requirement for headhunters. We also discovered that to be successful on their jobs, in addition to the job requirement, headhunters need well connected interpersonal networks and trusting support from the companies and the talents that use their services.

目錄
摘要 i
Abstract ii
誌謝 iv
目錄 v
表目錄 vi
第一章 緒論 1
一、研究動機 1
二、研究問題 2
第二章 文獻探討 3
一、獵人頭產業介紹 3
二、高階主管人力仲介顧問工作內容 9
三、高階主管人力仲介顧問所需的個人條件 15
第三章 研究方法 19
一、受訪者 19
二、訪談問題 23
三、訪談過程 24
四、資料分析 24
第四章 結果 26
一、高階人力仲介顧問存在的價值 26
二、人資經理人與人才使用高階人力仲介顧問的行為模式 32
三、高階人力仲介顧問的工作內容 42
四、高階人力仲介顧問此職位的工作特性 55
五、高階人力仲介顧問的績效衡量指標 60
六、高階人力仲介顧問所需的條件 62
七、做好高階人力仲介顧問這份工作所需的資源 89
第五章 結論與建議 95
附錄 106
附錄一 高階人力仲介顧問訪談題綱 106
附錄二 人力資源（招募）專業人員訪問題綱 107
附錄三 人才訪問題題綱 108


表目錄

表 1 高階人力仲介顧問類別受訪者的基本資料 20
表 2 人資招募專業人員類別受訪者的基本資料 21
表 3 人才類別受訪者的基本資料 22
表 4 公司使用高階人力仲介顧問的原因 27
表 5 中高階人力仲介顧問提供公司的價值 29
表 6 中高階人力仲介顧問對人才所提供的價值 32
表 7 人資專業人員知道人力仲介公司資訊的方式（第一次使用） 33
表 8 人資主管對遴選新合作的高階人力仲介公司的標準 35
表 9 人力資源主管使用仲介服務的認知和行為模式 37
表 10 在公司使用人力仲介服務時，人力資源部門所扮演的角色 38
表 11 人才與高階人力仲介顧問接觸的經驗摘要表 40
表 12 高階人力仲介顧問的工作項目 54
表 13 高階人力仲介顧問此職位的工作特性一覽表 59
表 14 績效衡量指標 60
表 15 人資主管使用徵聘服務後，對仲介顧問的衡量指標 61
表 16 顧問受訪者的學經歷分析 63
表 17 做好高階人力仲介顧問所需的能力 73
表 18 高階人力仲介顧問所需的知識 77
表 19 高階人力仲介顧問所需的人格特質 87
表 20 做好高階人力仲介顧問這份工作所需的支援/資源 94

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