Nowadays, more and more people feel honored to be valued by headhunters, and being harassed by headhunters has become a benchmark to measure talents' ability. But not everyone can be valued by the headhunters. If you want to be valued by the headhunters, I think you should have the following characteristics.
01 "natural beauty"
"Natural beauty" means that you need to be "smart outside", "smart outside" not only has a good external image, but also includes your education background, your company and the ability required by your current position, which can attract the attention of headhunters.
For headhunters, education is just a threshold. Relatively speaking, the influence of your company in the industry often determines how much the professional managers in the company are concerned by the headhunters.
But the professional managers in the unknown small and medium-sized companies don't need to be humble, because there is also a disadvantage in the large companies, that is, the classification of positions in the large companies is too detailed, so it often takes a long time for the large companies to develop to the independent side.
Therefore, if you are engaged in one-sided work in small and medium-sized companies, such as regional manager, marketing director, etc., so as to achieve specific performance, you can also be valued.
The above education background, company and position constitute "xiuwai". The other aspect is your "Huizhong", which includes your character, professional ethics and performance.
Character is very important, which determines how well you communicate with others. Because, according to the survey, foreign-funded companies and private enterprises account for 30% and 50% of the market demand for talents respectively, especially at present, there are more and more senior managers in private enterprises.
According to the information we have, the important reason why many senior managers at the director level leave the private enterprises is that their personalities cannot adapt to the atmosphere of the private enterprises. Therefore, in order to be responsible for customers and professional managers, we will conduct character tests for managers who come into our sight to improve their matching with customers.
Professional ethics is actually used for exclusion. We want to examine whether professional managers have bad records in their past work experience and what is their reputation in the industry. If his reputation is not good, we can only exclude him.
At the same time, the frequency of job hopping is also one of the important criteria. We don't like people who often change jobs, because frequent job hopping means that they don't have clear goals and their loyalty to the company is questionable. So at present, we think that the candidates who have worked in the middle and senior positions for three years are ideal.
At the same time, performance is the best tool to measure the value of your workplace. What we value is not how much you do, but what you do and what results you bring.
For example, the sales manager successfully launched a regional market within half a year, the brand manager independently planned or controlled those "less input, more output" promotion programs, the director level senior manager integrated the sales mode, business mode and achieved success, etc.
If you say that the most powerful performance is to give you 3 million promotion budget, you can make 30 million achievements, and get 5 million profits for the company, so your value is very clear, and the result is that you can not get too much 300000 annual salary.
Often a lot of professional managers pay too much attention to the details of their work, so if they don't make their values clear, their value will naturally be low.
At this point, we can help professional managers to present their real value through professional excavation. From our experience, through our excavation, the average value of their value can be increased by 70%, the average annual salary can reach about 500000, and the highest one can reach 180 one thousand years.
02 learn to shine
For professional managers, their ability and performance are excellent, but they are ready to improve their value. If you want to speed up the process of value growth, to put it bluntly, you need to be able to "shine". You need to publicize yourself like a product.
This is not to say that you need to introduce yourself to everyone you meet, that you need to ask others to help you find a job everywhere, but that you need to promote your professional ability and public praise in a planned way.
In a systematic way, you need to design your professional image, expand your social contacts, find ways to become a famous person in the industry, constantly recharge, and form a reputation in the industry with excellent performance, so as to form an affinity and distinctive personality.
We find that almost all successful people in the workplace have quite a lot of social contacts. They often participate in various seminars, exchange meetings, forums, and even industry exhibitions, and with a positive attitude of "entering the WTO", they constantly get to know peers who are as excellent or even more excellent as them, or potential customers and potential future employers. They are good at displaying their outstanding points timely and appropriately to make a good impression on each other.
In public, if someone wants to meet you on their own initiative, no matter what the other party's consideration, my suggestion is that you should never refuse, but immediately make a friendly response to let the other party feel your humility and sincerity. Always remember that if you treat more people who want to meet you, you will have more contacts and may have more opportunities for career.
At the same time, in terms of expanding social interaction, I suggest that if you have the opportunity, you can try your best to publish articles in the public media, actively strive for the opportunity to ask questions from famous experts when you participate in the forum, and report your name and identity first.
At the same time, if there is an opportunity, it is a very good way to express opinions and opinions in professional forums in the industry and to accept media interviews.
If a person wants to be valued by a headhunter, he must be a talent first. The mark of talent measurement is the achievement in the industry field.
This article is dedicated by Jinan headhunting company. For more information, please consult the official website /