Many non industry insiders believe that the job of headhunting is nothing more than to linger in major recruitment websites, Download candidates' resumes, make phone calls to lobby candidates for job hopping, go to business cocktail parties to find candidates and have a coffee with candidates to talk about work. But to enter the headhunting industry, we will understand that headhunting work is not limited to this. She has a unique view on the development of headhunting industry. She understands the knack of being a good headhunter, including how to succeed with candidates. Here is the experience of headhunting industry sorted out by Xiaobian, hoping to help the new entrants.
The headhunter's daily job is certainly not limited to resume, phone calls and job talks with candidates. The ultimate goal of headhunters is not limited to persuading candidates and successfully recommending them to enterprises in need of talents, but to help candidates do a good job in career planning, help them find a suitable development platform and become career planners of candidates.
A good headhunter can only focus on one or two industries. Before recommending suitable candidates to customers, headhunters should not only have an in-depth understanding of the industry the enterprise is engaged in, but also have a comprehensive and in-depth understanding of the enterprise scale, organizational structure, development prospects and other relevant information.
In addition, the positions provided by the enterprise are analyzed, including their position advantages and subsequent promotion space. In a word, the candidates are selected by the headhunters according to the talent needs of the enterprise. Therefore, before finding this candidate, the headhunters must have a deep understanding and understanding of the enterprise, otherwise, the selection of candidates will be limited.
The job of a headhunter is not to persuade a candidate to enter a new company so as to complete the performance of the headhunter consultant himself, but to make a career plan for the candidate and find an enterprise suitable for his development.
After listing the basic information of candidates according to talent needs, headhunting consultants should start to find their own talent pool and find suitable candidates for enterprises. The candidates the headhunters are looking for are generally in-service executives. Therefore, headhunters should master corresponding communication skills.
When the headhunting consultant introduces the recommended enterprise to the candidate, he must inform the candidate of the detailed information of the enterprise without reservation, and must not conceal it, so as to avoid unnecessary troubles in the later stage.
When the candidates and the talent demanders meet at the same time, in order to make the candidates and the cooperative enterprises reach a high degree of match, the headhunters should start to work on the back of hand, that is, to do a background investigation on the qualifications of the candidates, to verify some of the candidates' work experience, work performance and so on.
The purpose of the tone reversal is to avoid affecting the candidates' work during the resignation handover.
There are also some people who, after proposing to leave, the boss will persuade them not to leave with the temptation of salary increase and promotion.
Usually, 60% of people leave six months after resignation, 30% of people leave more than one year, and the remaining 10% may still be reused by the boss. Therefore, the headhunter should analyze the advantages and disadvantages of staying or going to the candidates and follow up the resignation of the candidates.
Of course, when a candidate resigns, he or she should continue to follow up the work of the candidate after the company recommended him or her, keep in touch with the candidate as necessary, and timely communicate with him or her.
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