Headhunters like to "cook but not live", after all, more about the understanding of the enterprise, find people more easily. But headhunters shouldn't just choose companies they know or are famous for. They should broaden their horizons and focus on the overall situation. When it comes to serving new businesses, finding people is often not the most urgent task. Before that, headhunters need to know the business.
When faced with a business you don't know, at the top of the list, you need to know the company's registered capital and the shareholder's background. The shareholder's background is also a priority for the nominee. Excellent shareholders give the nominee a "reassurance pill".
Needs to see the establishment of the company's years, the new company is vibrant, but the internal stability needs survey; the old company is relatively stable, but the requirements for the nominees are relatively many, has formed a corporate culture, is difficult to change, the need to adapt to the nominees, in the process of visiting the need to be more attentive.
Second, the planning of the branch directly determines the company's planning, the number of personnel also needs to know, the number of people now and the company's future plans to expand the number of people, these are able to see a lot of Secrets of the enterprise. In addition, understanding the cost of headhunting budget for a year is the basis of collaboration. The company's products, which are the basis for visiting the nominee, the right person to start with the product, plus corporate culture high-level favorites and so on, often determine the success or failure of the details.
Thirdly, has the company worked with headhunting companies before? Is there a headhunting staff order? What is a single position? For reference, you can determine whether the client is useful, whether the position is real, and the status of the competitors. Advantages and Disadvantages: Every company has both advantages and disadvantages. Preliminary knowledge helps to more accurately search for nominees. Position: Need to know the superior, the level, the subordinate, the company's arrangement structure is very important, can let the headhunter staff more precise positioning of the nominee, also can let the nominee more clearly understand the position promotion space.
Fourth, we need to know the general situation of our company.
A. Company Profile: Professional Category, Company Nature, Registered Capital, Number of Workers, Setting Times, Developing History, Ranking in Career, Advantages and Disadvantages, Customers, Suppliers, Competitors, Total Number, Sales, Profit Rate, Word of Word of Word, Company Name, Address, Postal Code, Website, Traffic Road, Line Lane, Arrange the structure chart.
B. micro situation: production line, product, company structure and total number, main executives and management ideas.
C. Contacts: Name, part, position, telephone, fax, mail, mobile phone (if you mind notifying part of the manager's contact information).
D. business activities: variety, occupation, what are the main products sold in China?
E. programme: development in the coming year.
F. employee status: how is the English proficiency of the company as a whole? What is the turnover rate?
Salary and royalty points are also very fundamental problems. Nominator: gender, age, length of schoolwork, length of service, policy company (from which company you wish to come), soft nature (personality, family background, etc.). Operational Staff: Next is whether there is a suitable staff in the team to operate this position, headhunting staff is not omnipotent, to develop their talents to produce greater value. The direction of operation and the reserve of nominees are the norm of measurement. They are also responsible for the staff.
Information can be querying in two ways:
First, inquire about materials from the Internet.
Secondly, information about the enterprise headhunter can also go to the relevant parts of the inquiry, formal enterprises in the business sector have information on the record.