猎头如何应对有竞业限制的候选人？

猎头在猎聘的时候经常会遇到有竞业限制的候选人，这种情况下大多数猎头会放弃该人选以便职位能够早日完成、关闭。

同时，猎头还会遇到另一种情况，那就是自己猎聘的人选入职以后，新公司要求候选人签署竞业限制协议，这种情况该

怎么办，有什么好的建议吗？

我的建议如下操作：

1、让候选人尽量不要签协议

一旦签协议就产生效益，通常候选人想走也走不了，客户公司想要也不敢要了。

2、确认协议是否有效

如果没有规定赔偿金额，期限，方式，那么协议本身是无效的，可以明确告诉候选人无须害怕，当然不签署以免生出不必要的麻烦。

3、如果签了协议，应及时向客户公司反馈，唯一能解决协议问题就只有客户公司替候选人赔偿违约金。

猎头顾问需要做的要点：

1、确认协议条款是否有效。

2、让候选人选择不签协议。

很多候选人不敢不签，是怕公司不给退工单，不给出具离职证明。

按照劳动法的规定，如果候选人没有任何违法行为，只要提前一个月告知公司，就可以辞职走人……如果候选人签过保密协议，

违反规定条件解除劳动合同或违反劳动合同约定的保密事项，对用人单位造成经济损失，应当依法承担赔偿责任……（熟读劳

动法条规）。一旦签了后果自负，顾问也要做好备选人才的准备。

极兔竞调-专注竞业限制12年，关注我，教你如何破局！

How do headhunters deal with candidates with non compete restrictions?

Headhunters often encounter candidates with non compete restrictions during recruitment, in which case most headhunters will abandon the candidate in order to complete the position as soon as possible and close it.

At the same time, headhunters may encounter another situation where their hired candidates are required by the new company to sign a non compete agreement after joining. What should be done in this situation, and do you have any good suggestions?

My suggestion is as follows:

1. Encourage candidates to avoid signing agreements as much as possible

Once the agreement is signed, benefits will be generated. Usually, candidates cannot leave even if they want to, and client companies dare not take it anymore.

2. Confirm if the agreement is valid

If there is no specified compensation amount, deadline, or method, then the agreement itself is invalid. Candidates can be clearly told not to be afraid and not to sign it to avoid unnecessary trouble.

3. If an agreement is signed, it should be promptly reported to the client company. The only solution to the agreement issue is for the client company to compensate the candidate for breach of contract.

Key points that headhunting consultants need to do:

1. Confirm the validity of the agreement terms.

2. Let the candidate choose not to sign the agreement.

Many candidates dare not refuse to sign because they are afraid that the company will not issue a work order or a resignation certificate.

According to the Labor Law, if a candidate has not engaged in any illegal activities, they can resign and leave as long as they inform the company one month in advance... If a candidate has signed a confidentiality agreement, terminated the labor contract in violation of the prescribed conditions, or violated the confidentiality provisions of the labor contract, causing economic losses to the employer, they should bear compensation liability in accordance with the law... (Read the Labor Law regulations carefully). Once signed, the consequences are at your own risk, and the consultant should also be prepared for potential candidates.

Jitu Competitive Adjustment - Focusing on Non Competition Restrictions for 12 Years, Follow Me and Teach You How to Break Through!

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