1. How do headhunters find suitable candidates?
1, consciously accumulate
How does accumulation help to find the right person quickly? Numerous reading experiences have made you aware of some unusual candidates lurking in your subconscious. When you find a suitable or similar or related position, you can further confirm the characteristics of this person, as well as the characteristics and enterprises of this kind of person. If your subconscious candidate is rich enough or has a little luck, then you should probably be congratulated. You are close to this list, and the next step is to further confirm and communicate.
2. Be good at discovering
This is a process of exercising and verifying judgment. For the bold prediction and verification of the candidate's career development plan and development trend, the enterprise needs a fuzzy approach node, and it is possible that you can find the right candidate. To sum up, don't let go of any suitable node and make everything possible.
3. That's enough
On some lists, you suddenly find that there will be many candidates for you and enterprises to choose from, so what you have to do is to select the most likely candidate to provide 2-3 people, and the highest goal should not exceed 5 people. Then the speed and possibility of your progress will be better. The disadvantages of chaos must be controlled, not the more the better.
Step 4 be forward-looking
Collect as much information as possible about enterprises and decision makers to judge the potential needs of enterprises. Your candidate must be at least half a rhythm ahead of the enterprise before it is possible to add value.
5. Rich personality
Candidates with different backgrounds have different advantages. Behind every capable person, you always have a suitable reason to recommend, tell your reasons, and let your candidates show various types. There will be trade-offs in the choice of enterprises, which will also facilitate the failure of the first round and the trend of the second round.
6, objective mind
Take your time. Only when you have a strong heart can you select what you want from a large number of candidates as beautiful as flowers and pure as jade. Pay attention to and recommend the candidates you approve. How can you expect to break through the barriers of the enterprise if you can't even pass yourself? Keep an objective attitude.
You can't make the decision of the enterprise, and sometimes you can't discover the true nature of the talents needed by the enterprise. You need to help companies find them and find the right people through your third-party evaluation. Your efforts can ensure that your candidate is suitable. You need to help the company make decisions, and you also need to help the candidates make decisions.
Second, how can headhunters attract candidates better when they call them?
Focus on the advantages of the company you recommend and the advantages of the position, such as low company visibility and good salary; If the popularity is not high and the salary is not high, then the promotion potential is great; If these are not, then is the company's geographical location good, is the post authority large, and so on? In short, you need to tap your own advantages.
3. What channels can headhunters establish effective communication with candidates?
As a middleman, headhunters act as a bridge between clients and candidates. How to recommend the right candidate to the right position, and effective communication with the candidate is very important.
1. Telephone is the most traditional and direct way of communication. Oral communication by telephone, on the one hand, can convey the recruitment needs of the position, on the other hand, can directly understand the applicant's intention to apply for a job, and make a general understanding and judgment on the basic situation of the applicant.
2. Secondly, it is communication by email. In many cases, the phone description may not be very clear. Then through the written expression of the email, describe the job responsibilities and job requirements in detail, so that the candidates can get more job information.
3. With the emergence of some emerging communication channels, WeChat and Weibo have also become effective ways to communicate with candidates, and these emerging communication channels are more suitable for positions with strong industry, and are gradually applied to communication with candidates.
4. How can headhunters find candidates quickly?
Basic process:
Job analysis-finding job attraction-making talent search plan-targeting key candidates-telephone communication-interview evaluation-resume packaging-background investigation-after-sales service.
The first point: job analysis
Calm down to understand the work background and industry background, position the company's market position from the perspective of industrial chain, ponder the position position from the perspective of profit model analysis, and forget JD. Only when you find what kind of person you are looking for can you find the feeling of the position.
The second point: find the attraction of work.
Through the analysis of the client company, we can find the attraction of the position from the perspectives of industry background, development speed, company executives, job space and salary. (Of course, for well-known companies or real executive positions, it is not so laborious). Making a headhunting email containing job description and attractive points will get twice the result with half the effort, and you can achieve your goal quickly without too many words, and organize language and art from the perspective of marketing. The third point: make a talent search plan.
Normal talent search schemes include: talent website, excellent talents in local library, Baidu search, mailing list, contacts in the industry, and candidates for similar positions in the target company. How to quickly judge what combination scheme to use according to the post characteristics is an empirical work of practice makes perfect. There is no better way. Headhunting is the key link and must be overcome.
The fourth point: key candidates are locked.
From the initial selection, through the understanding of the position, it is divided into three categories: "key candidate", "possible candidate" and "clue candidate". Priority should be given to key candidates. If key candidates can be contacted through communication, the other two types of candidates do not need to communicate, and so on. Fifth point: telephone communication
Styles can be different, but self-confidence is natural. Self-confidence: Because you have studied his information before communicating with him, combined with the position, you have figured out the questions to ask him and how to give him the opportunity for this position, so you are very confident.
And nature is the basis for everyone to relax with each other. The intonation and speaking speed should be reasonable, and the pace should be calm.
The sixth point: evaluation
The evaluation of the candidate comes from your first positioning of his resume and telephone communication with him. Who to recommend to customers or who to recommend first is not necessarily the best, and there is no fixed law, but a strategy must be formed when recommending. This process is a process of information synthesis, which tests your emotional intelligence.
Seventh point: resume packaging
You will have a first impression on the applicant when you often read the resume, just as traditional resumes are the feelings of people in Taiwan Province Province, so follow your feelings, let the applicant understand the supplementary content according to your requirements, and let customers have the first impression you want after reading the resume, and the resume will be packaged. Eighth point: background investigation
Under normal circumstances, we are only responsible for the candidate's term of office, position, education and identity, ensure that it is consistent with the resume, basically follow the process, and do not make too many comments on his personality and work ability, because our investigation is limited. It's up to you to solve this problem.
Note this in the attachment of the headhunter's email to the applicant, so that your resume submitted to the client will not have any subsequent troubles. Special background check: you must not fake it. If you have any questions, please consult the advisory group.
Point 9: After-sales service
Whether the customer requests it or not, you should keep in touch with the successful candidate recommended by you, meet him at an appropriate time, and learn about his work status and the department of his company, which is very important for you to establish contacts and deeply understand the customer's situation.
About industry consultants:
Meeting a valuable person-being hired as an industry consultant (from the perspective of contacts, salons, consulting teams, cooperation, etc.) can stimulate a person's desire for success, first give him support for his successful ideas and practical actions, and then ask him to support our actual business, which is irresistible to him personally and will naturally continue. Communicate and meet at least once a month, and slowly he will really be used by you.
About talent reserve:
1, the main customer you serve, you should reserve the key talents he lacks and the talents above the middle level of his main competitors.
2. Main service areas: You should reserve not only employees of mainstream companies, but also industry consultants in this field.
There should be more than 10 valuable candidates around you, and everyone is good at it and willing to help you, so your resources can make you long-sleeved and good at dancing.
About customer relationship:
1, when you don't need the JD of the customer and simply describe what kind of talents you are looking for, you can count as tacit cooperation with the customer. To do this, you must (know the customer's field, customer's development, customer's salary level and employment practices).
2. When you have ideas and questions, you can call the customer's phone to communicate without hesitation, then you can count as barrier-free cooperation with customers. To do this, you need to (understand the customer's personal characteristics, the two sides have a certain sense of identity, have known some of his personal situation, and have passed the installation stage).
When you and your customers can help each other privately, the cooperation between you can be carried out in various fields. At this time, the customer relationship should be at the highest level, and he will bring your customer relationship to any company he can influence.
About interview skills:
1. Normal communication should not exceed 60 minutes. During this period, you should be able to quickly enter the role of a moderator after making a simple introduction, just asking questions and summing up, and knowing what the candidate must know (areas of expertise, suitable positions, salary, career planning, core resources). If you have a good grasp of time, you should know his (company's current business situation, what are the problems).
2. For work communication, it is necessary to find out the key points of the problem to explore and guide, not to praise and encourage blindly, but to point out the problems and find ways to solve them together, so as to achieve the expected results and win his respect.
During the interview, you need to show the value you may bring to him in the future, but you don't need to promise too much. If you discuss something with him, you should tell him the result immediately after the meeting.
About the operating rhythm:
Run on the basis of traffic light system, but it should be emphasized that:
1. If you have no confidence in the suitability of the candidate, then you should continue to look for it from another angle, or until you find someone who satisfies you.
2. The best person is not necessarily suitable, and the most suitable person is not necessarily the first to sell to customers. They are strategic and rhythmic, and they know the rhythm of business, such as classical Chinese and music.
About concise operation:
After mastering the above matters, if you can simplify the complex, you will become an expert, the best and the most concise.
When talking about positions with customers, the solution has been integrated into customer communication. By the end of communication, your solution has been formed. Find the right person accurately, communicate in place, and judge whether it is appropriate. Do you need an appointment? Where to break through? How to have strategic guidance? How to wrap him?
How to complete a relatively complicated process in one go is like driving a car. When everything becomes intuitive, simple operation becomes possible. Enter this state as soon as possible, and you will find that every headhunting business is very interested and you will enjoy it.
5. What is the process for headhunters to find candidates?
1, customer demand analysis:
Communicate fully and effectively with customers to understand their corporate culture, history, products and management style. And analyze the vacant position with the customer, and reach a * * * understanding of the position's responsibilities, experience, treatment, reporting relationship and candidate type.
2. Put forward job requirements and search:
After a comprehensive analysis of customer needs, we will submit a written job description, and on this basis, we will use our huge talent pool and network of relationships with relevant institutions and people in various industries to make special technical contacts with each potential candidate. At the same time, the job advertisement will be posted anonymously on our website.
3. Screening candidates:
Analyze the information of all candidates, including their work status, possibility of leaving their jobs, salary, etc. Screen out the candidates who basically meet the requirements and arrange the initial test.
4. Interviewing and evaluating candidates:
Conduct a preliminary interview with the candidates, mainly evaluating the candidates' personality, ability, professional and technical knowledge, work performance, advantages and disadvantages, etc. And on this basis, write a comprehensive evaluation report on the candidates.
5. Assist clients to interview candidates;
Provide customers with comprehensive information of the evaluated candidates, arrange interviews between candidates and customers according to customer requirements, collect feedback from customers and candidates, and assist both parties to communicate effectively on specific employment conditions.
6. Background investigation:
After the customer is satisfied with the candidate, we will get information about the candidate's personal qualities, personality characteristics, work habits and so on from the candidate's colleagues and former supervisors for reference.
7. Advisory and follow-up services:
Provide personnel consultation and help for the hired candidates in resignation, keep in constant contact with customers, assist both parties to solve the difficulties and obstacles that may be encountered during the probation period, and ensure the successful trial of the candidates and satisfactory results for both parties.
6. What is the way for headhunters to find people?
1. Call someone: phone list, etc.
2. Use successful candidates for recommendation.
3. Talents in talent accumulation (usually carefully accumulated talents)
4. Search resumes: three major websites
5. Resume long-term strategy: attract candidates to take the initiative to submit resumes through word of mouth and brand.
6. The target company sends information
7. Industrial agglomeration
7. How do headhunters get information about potential candidates and dig people up? What tools and skills are there?
Regarding the part of obtaining candidate information, an important "Tao" is to analyze the candidate's life trajectory and choose the appropriate way to intervene. Theoretically, if you want to find information about a big data candidate, you can find it through Weibo, resource websites, blogs, linkedin and machine learning activities.
One of the biggest characteristics is the emergence of social networks, which makes it less difficult to obtain candidate information, but it is more important to analyze the recruiter's industry, the prospect of the enterprise, the candidate's ability and interest.
Digging people can be understood as recruiters and applicants seeking new ways of cooperation, and headhunting activities can be carried out without damage; A better state is to find ambitious talents from enterprises with shortcomings and introduce them to excellent enterprises, which will have a positive impact on the workplace ethics of enterprises and candidates.
As for tools and skills, this matter should be like doctors and lawyers, striving for more time to master their skills in internal promotion before going to the market. Therefore, knowledge and workplace ethics are very important compared with skills and tools. Take headhunting in the direction of big data on the Internet as an example. Want to judge the future of the Internet industry, the future of enterprises, the use and evaluation of team products have a certain understanding (such as Douban FM and Amazon's recommendation is best to have perceptual knowledge) and the knowledge of appropriate professional fields (such as NLP, CTR, article classification, etc. ).
8. What channels can headhunters generally find people?
There are many channels for candidates, as follows:
1. Traditional recruitment website: 5 1Job, Zhaopin. Com, hunting, etc.
2. Social networks: LinkedIn, Weibo, Twitter and personal blog.
3. Reference: candidate recommendation.
4. Unfamiliar phone: Unfamiliar phone, just answer it when you call.
5. Other channels: such as qq system recommendation, linkedin system recommendation, etc., and there are many skills.
6. List: obtained through candidate relations, friends in the headhunting circle and other channels.
7. Get offline social contacts: technical gatherings, etc.
9. How do headhunters call candidates?
Coldcall is the way of headhunting, and most headhunting consultants in China spend their days in it. The efficiency of Coldcall directly affects the performance of a consultant or even a headhunting company.
How to improve the efficiency of coldcall?
1. Eliminating psychological barriers:
Many new headhunters inevitably have psychological barriers to coldcall, which has nothing to do with face. This is the way we work, just do it! ? Get ready: get ready before each call, including the collection of the other party's information; List of questions; Stationery for recording, etc.
Structured communication: rambling chat is not suitable for most cold calls, and structured communication is very important to improve the efficiency of cold calls!
Good at recording: According to the theory of 150, one person can only keep continuous contact with 150 people at the same time. The SIM card of a mobile phone is generally designed to hold the telephone records of 150 people. A headhunter contacts more than 150, so be sure to keep a good phone record. ? Practice more and summarize more: the difference between any expert and novice is just to master more insect carving skills, such as how to bypass the front desk. But these skills are often unspeakable. After typing 1000 coldcall, you will have an epiphany.
2. Telephone screening of potential candidates
In the process of resume screening, some candidates who look good will come into our field of vision, but before deciding whether they are qualified or not, we often need to make an intuitive judgment on these candidates through telephone interviews.
Telephone interviews put forward higher requirements for recruiters' headhunting consultants, that is, to quickly judge the candidates on the other end of the phone, otherwise it may take several weeks to reach a conclusion by calling N times.