我國獵才公司媒合高階人才成功因素之研究

張嘉惠

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我國獵才公司媒合高階人才成功因素之研究

A Study on the Success Factors of Executive Search Firm Matching Executives

張嘉惠 , Masters　　Advisor：簡建忠;衛民　　

繁體中文

獵才公司；獵才服務； Executive Search Firm ； Executive Search

Abstract │ Reference (30) │ Altmetrics

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Abstract

The close cross-straits exchange of Taiwanese talent market and the wave of Asia-pacific markets to the talents in Taiwan have led to the fault of Taiwan’s top executive and the gap of human resource. Companies don’t depend on connections to find top executive talents but on the executive search of executive search firm. Although Taiwanese companies have been very familiar with such channel of executive search, it has retreated many companies to recruit through the channel for its high agency fee and efficiency. The study aims to discuss the success factors of executive search company matching executives.
Through literature analysis and individual case in-depth interview method, the study conducted interviews among the three parties, namely, the executive search firm, employer's human resources department and executives of individual cases that are successfully matched, discussing the factors of executive search firm’s successful matching.
Based on the Agency Theory and the Transaction Cost Theory, the relationship between executive search firm and employer was explained to define their relation structure and problems. It is found through the Agency Theory that inducement and supervision can assist executive search company to achieve the purpose of finding the suitable executives, while the employer shall adopt results-oriented service contract. However, from the perspective of Transaction Costs Theory, the executive search firm should cooperate with companies and executives with good faith by a certain mechanism， while the employer company should establish good management and examination system to cooperate with executive search firm. Both parties should stipulate complete cooperation contract to establish an interpersonal relationship with mutual trust and benignancy, lowering uncertainties and reducing transaction costs. 
From the individual case interview, the successful factors of executive firm matching executives are concluded as follows: (1) Good communication skills of employer’s HR. (2) Executive search specialists’ acquaintance with the industrial chain and good knowledge of employers’ demands learned from the human resource department. (3) Executive search specialists’ establishment of talents resource channels and good interpersonal connections. (4) Executive search specialists’ good communication skills. (5) Executive search specialists’ uphold of the principle of profession and integrity.

Key words: executive search; executive search firm

Reference ( 30 ) 〈TOP〉

齊若蘭譯，2002，《從A到A+：向上提升，或向下沉淪？企業從優秀到桌越的奧祕》，原著Collins, J. (2001). Good to great why some companies make the leap--and others don’t，台北，遠流。
連結：
黃英忠、蔡正飛、黃毓華、陳錦輝，2003，〈網際網路招募廣告內容之訴求－求職者觀點〉，《人力資源管理學報》，第3卷，第1期，頁43-61。
連結：
黃英忠，2003，《人力資源管理》，台北市，三民書局。
連結：
黃同圳，Byars, L. L., Rye, L. W.，2006，《人力資源管理：全球思維本土觀點》，臺北市，美商麥格羅希爾國際股份有限公司臺灣分公司。
連結：
許文彥、劉淑芬，2006，〈我國企業經理人薪酬與經營風險之關係〉，《風險管理學報》，第8卷，第1期，頁35-47。
連結：

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