It is not easy for headhunters to find candidates, and it is also very difficult to arrange interviews after finding candidates. It is easy to have various problems, which are summarized as follows.
1、 It is difficult to match the spare time of both sides, especially when the candidates have not left and the enterprise side is very busy, so the time of both sides often fails to keep up. It is necessary to coordinate the time of both sides and keep asking and coordinating all the time. Finally, both sides are a little impatient. I didn't expect that such a simple matter would make me worried. Once, the general manager of the enterprise wanted to interview a candidate in person, but the general manager himself often went on a business trip. Once he was going to arrange for the candidate to go to the company for interview, but the general manager had to go abroad for half a month. When he finally came back, the candidate had already gone to work in other companies. Later, the leader told me a method, which is quite effective. Just write down the interview time points for Party A to select in the recommendation report, or ask Party A to provide several optional interview time points for candidates to choose.
2、 It is common for candidates to promise an interview and temporarily repent to be a headhunter for a long time. It may be that the candidates' family members do not agree to change jobs, or the candidates have learned other information and changed their minds. There may also be some objective reasons, such as time problems. In fact, most of the problems are that the trust between the headhunter and the candidates has not been fully established. It makes the candidates question or waver. If the consultant is fully trusted by the candidate, he will take the initiative to communicate his doubts with you instead of just standing up.
In this case, we should try our best to find out the crux of the problem, solve the problem as much as possible, and help the candidate answer his doubts. If it is due to objective reasons, we can also make another appointment. Of course, the best way to avoid this is to have a strong relationship with the candidate.
3、 The interview did not succeed, but there was a dispute because of the travel expenses. This problem appeared in a foreign customer. At that time, there was no such problem, so I didn't notice the details. At that time, after the interview, party a felt that the candidate was not very suitable. After a few days, the candidate asked me to go to Party A to claim his travel expenses, which was more than 2000. The customer thinks that the candidate should bear the travel expenses himself. At that time, because of this problem for a long time, both sides of me offended people.
From then on, when I come across an interview in another place, I will definitely ask who will bear the travel expenses first, so as to avoid similar situations.
As for the interview arranged by headhunters, before the interview, they should give the candidates interview guidance and try to avoid unnecessary problems. Headhunters must do a good job in coordination, whether it is the time of both parties, or the problems that are easy to appear in the interview, or the follow-up development after the interview, they should try their best to control it.