The first call determines whether you are a sales partner or a business partner. I believe that many newcomers get a list of candidates in an open office, and they must be uneasy, uneasy and even contradictory before pressing the first phone number of their careers.
People's resistance to the unknown is an instinctive reaction, and how to change this mentality depends on how to simplify all the information, classify it neatly, and show it to the other end of the phone peacefully and professionally in the next connection time.
Try the following six steps: First, introduce reasonable questions, manage expectations, discuss positions, reach an agreement, and back up your ideas.
1. Opening introduction (qualified candidates &; Introduction) "Hello, is this XX?" "Yes, and you are?" "I am a headhunter of XX, XX. Is it convenient for you to answer now? "
"Yes, you said." The above is the most common opening remarks, but the real introduction does not stop there. As a senior headhunter, it is absolutely impossible to make clear his true intentions and "skills" in a short time without prior practice after obtaining the permission of "You Say".
The establishment of a major should include the following four information: a) professional field (function) b) industry (industry) c) address (location) d) position level.
Now, imagine your identity: an Internet headhunter, working in Shanghai all the year round, with a position budget of 500,000 to 6,543.8+0,000, focusing on research and development. Your self-introduction can be like this: "I am specialized in IT R&D job recruitment, working in Shanghai, doing junior to senior positions. I saw your resume on XX. What can I do for you? " Why not "open the opportunity now?" But "what can I do for you?" And then what? Because if the caller has been promoted to management, it is possible that he is also interviewing new people for team expansion. At this time, if he wants something from you, you may get a chance to BD. Even if there is no such demand, it will not affect you to introduce him to the prepared position.
Psychologically, the "first cause effect" affects a person's first impression of the other person. If your voice is calm and loud, then your image must be sophisticated and mature.
2. The dialogue of reasonable questioners is carried out in the process of constant question-answer-question-answer. The two are shaped like a double helix structure. How to get back the problems that ran out, at the same time lead to new problems and get the information that both sides want, should follow certain logic. Roughly speaking, question one * * * has the following situations:
PS: The ranking of the following questions does not follow some obvious logical relationship. In fact, candidates should be ranked according to their coping styles. Not every question can be asked on the actual phone. On the contrary, candidates will not waste time chatting with you in most cases. When resistance is clearly perceived, the topic should be brought to the place related to ta's interests in time. Coincidentally, each of the following questions must be related to the interests of ta. When asking questions, please always remember that you have nothing to lose by being refused an answer. Once you get the answer, it is a valuable gain. Don't lose the opportunity of rapid growth because of rejection.
2. 1 Ask Intention Company "I know what business you prefer to do now when you were in XX Company. Is there a target company? " Ask the candidate's target company clearly, and take this person's resume to BD customers, which will have unexpected gains. In addition, the ideal situation that the candidate confides in you is also the content you want to inquire about later, which will be used as a reserve for the same type of candidates in the future.
2.2 Ask the expected rank "If you don't move at this stage, can you get promotion opportunities? What title do you want to do next? " Candidates who care about the topic, remember to ask "Why?" . Because you don't know whether he is worried about his rank because he has not been promoted all the year round, or whether he simply thinks that he can only pursue a higher rank if he wants a higher salary.
2.3 Ask the key responsibility "What business are you mainly responsible for in the team at present?" Match the relevant position in your mind.
2.4 Ask about the reporting route and team size. "So, in fact, the responsibilities are quite clear and well organized. Who will you report these tasks to? How many people do you bring besides you? " Although the company size, reporting route and team size are sensitive issues, whether ta can adapt to the next boss and team size is an important reference for candidates.
2.5 Ask the assessment form/result output/work performance/challenge.
"I know that you have done a lot of things in this company, both within and outside your responsibilities. So, how do you usually evaluate in the form of KPI? " "I think your contribution is already the level of core members, so have you encountered any difficulties in it?" The key point of this problem lies in the "rectification" of candidates' past work, using keywords such as "KPI" and "difficulty" to avoid deliberate optimization, and getting a more just portrait of talents at the first call. At the same time, candidates who can talk about this step are already building initial trust, which is of great benefit.
2.6 Asking questions related to the field
(such as the system/software/machine/equipment used) "I know that digitalization is a trend at present. Whether to use Azure or AWS is not only a matter of purchasing cost for enterprises, but also some technical differences. You are an expert in this field. Can you briefly describe the specific differences? " Different industries have different technical terms, so learning from candidates is better than 100 Baidu search. Ask for advice modestly. The more candidates talk, the more they gain.
2.7 Ask career development "Will you continue to focus on XX in the next three years?" Will there be a new plan? "The end point of headhunting is a lifelong professional partner, a business of being a person, not a transaction of being a person. Three years later, ta is still your candidate.
2.8 Ask the demands of commuting "Shanghai is also quite big. It takes one hour for Pudong to go to work in caohejing. How long can I accept commuting? Speaking of which subway station do you live near? " "By the way, is it renting or settling down?" Commuting is an unavoidable topic, but in order not to rule out that some candidates are willing to rent a house near the company for good opportunities, you can simply ask the question of settling down.
2.9 Ask about salary appeal salary "What is the current salary structure?" "What is the expected salary in your next job?" Pay, ask directly, don't make a detour, it will cause vigilance. If it is about the year before last, you can also ask the company if there is a salary increase plan.
2. 10 asked the reason for leaving the company. "After being in XX for so long, I think you really paid a lot for this company just now, so why look at the opportunity now?" "Just joined XX soon, why are you anxious to see your next job?" Many candidates don't know why they want to see the opportunity, so help them sort it out. If they just want a higher salary, you should also evaluate whether ta's job-hopping motivation is strong in your mind.
2. 1 1 Asking about education/family background "You studied at XX University as an undergraduate. Their XX major is very strong, and graduates can enter big factories at will. " "Are you a local? Are there any smaller scenic spots to recommend? I usually go with my family. " Imagine the candidate as a person. You are already running a relationship, not a business.
3. Management expectation &; When you hear a candidate say a salary increase far above the market level, or give a job demand that doesn't match him. Do you want to confront ta head-on and tell ta "This is absolutely impossible"? Many times, candidates' demands are not pure, they receive a lot of noise, or they just want to give you a difficult problem, so I will give you a surprise answer. At this moment, the correct way is to correct the deviation, help them eliminate the noise and filter out what they really care about.
3. 1 strategic reference mentality
Don't express your personal feelings. Combine your past experience, output some objective market information, stand on the same footing, and convince each other. "Some companies have a 50% increase. For example, there are some very small companies. Maybe there are three or five people in Shanghai who can do this. Would you like to see this opportunity? If you want to see it, I'll help you find it. But to be honest, I don't recommend it, because if you want to find it again in the future, the road will be much narrower. Finding a job now is different from the past. The Internet has been laying off employees, and the epidemic has been going on for three years. The market has changed. " Make good use of "push and pull" to create a buffer. When you push the candidate too hard, give him a short buffer time to relax his vigilance and think about the facts. This time point and skill need to be accumulated in actual combat.
3.2 Keep in mind the "QuAC Rule"
Question: Let the candidates tell the reason why ta wants this number. Two. Admit: "I understand your needs. If I hadn't changed my job for three years, I might have asked this question subconsciously. " Persuasion: "You said that your friend went to this company, which increased by 50%. Why didn't you go? " ? What suits him may not suit you. There is no free lunch in this world, and high income means high risk. I want to talk about your career development according to your situation. The career path is very long. Maybe he will get a 30% increase for a while, but this is actually an overdraft for future income, but you can have a better path and a bigger platform. It's not necessarily who laughs last. These are all my personal suggestions, so is a 40-50% increase your bottom line? ""In fact, I have never done such a case. I even made a double candidate. I was recruiting in a xx company. This is what company X does in China. The threshold is particularly high. Maybe China can't find 500 companies. There are two companies in Shanghai, face to face. Finally, in the case of this excellent humanities interview, double it. My commission on this order is also considerable, so I don't need to press your salary because of my feelings. But you have to be clear about the premise of this number and a requirement for yourself. "Remember, listen before you speak. Listening is key.
4. Discuss the job/sell yourself. Next, when you are doing job matching, you have obtained enough information, and you are fully confident to combine this information with your position one by one. "So the next position? The company's name is XX, and its address is near XX Station, which is about 30 minutes away from you. The company is engaged in cloud development of toB, and wants to recruit a senior Devops engineer with more than 5 years of working experience in the field of vertical e-commerce. They are unicorns in the current XX world. They just took the E round of financing and developed rapidly. The team has been absorbing talents from companies such as XX. "
4. 1 Improve your professionalism. "I did this recruitment myself and read thousands of resumes before and after. The reason why I think you are suitable is that one is the combination of hard skills and the other is the soft personal style. This position requires 50% time to communicate with suppliers. From your expression, I can feel that your thinking is systematic and logical, and from the perspective of career development and salary expectations, it can give you greater advantages than what you can get now. " Don't forget that you are a consultant. "That's all for this position. I want to hear your opinion."
5. Get Commitment When you successfully complete the first four steps of communication, this call will take at least 15 minutes. Let's stop here, both sides' time is precious, and a wonderful conversation can only happen once. Wechat commented that now, it's our turn to reach some understanding.
5. 1 Get the recommended license
"Well, I'll help you contact the hiring manager to arrange the follow-up process. What do you think? "
5.2 Get the latest resume "Do you have the latest resume now? It is best to be in English. "
5.3 Meet offline
"I don't think telephone conversation is enough. Do you have time to make an appointment with us for offline coffee? When you come to our office or other places, I will call other colleagues by the way. His position is different from mine, but it is also of very high quality. You will be glad that you have come. "
5.4 Add WeChat friends
"Well, then add a WeChat, and I will send a hot inventory every Monday. You can always pay attention to the recruitment situation, and it is also convenient for us to contact directly in the future. "
5.5 Propose exclusive cooperation
"You send resumes to several headhunters at the same time, and the risk of information exposure is great." "An unprofessional headhunter will give you a negative experience." "For me, it is also a promise, and I will give you a good position as soon as possible." "If customers see your resume through multiple suppliers, they will think that you are more eager to find a job and affect your evaluation." Let the candidate be your person, and your trust will be indestructible. In addition to the above agreement, you can also ask ta for the recruitment plan of your current company, introduce your other positions to ta, and let ta recommend candidates for you. It depends on whether the overall tone of your call is harmonious. But if you want one more result, it's a zero-cost gain for you.
6. Backup mentality (backup mentality) It is common to be rejected and mismatched because of inappropriate positions and personal reasons of candidates. In fact, every candidate you meet may become your future partner. Because before you made this call, you were already making waves in the talent market. This pearl in your hand just hasn't shone yet.
When faced with a candidate with a good background but no suitable position at that time, let him inform some interested companies to help him pay attention. Ask whether the anxiety/discomfort that ta is giving you now can be solved in some ways, and whether it is no longer necessary to wait and see after solving it. (This is related to the fact that once the company chooses to retain and give a solution, it will greatly weaken ta's job-hopping willingness, plant seeds in advance, and help ta strengthen its job-hopping willingness. You can't sell without a good candidate: talk about your difficulties and some conditions that must be met. Don't help candidates escape, don't do one-time transactions, you are doing business for life.
People's resistance to the unknown is an instinctive reaction, and how to change this mentality depends on how to simplify all the information, classify it neatly, and show it to the other end of the phone peacefully and professionally in the next connection time.
1. Set goals
What kind of person do you want to be, do it actively, and what will precipitate after one year? Learn what? What progress has been made? Have your own goals at the beginning of each year, so that you can make progress and think.
2. Improve your business ability
What sectors need to grow this year? If you lack professional knowledge, you should participate in consulting and training in the industry privately or actively. The opening introduction is not concise enough, and it is still a hunting ground. We should find our own answers from other people's words, take the essence and discard the dross.
3. Manage expectations
Correct your expectations, because it is normal to make a single order. What we do is a long-term business about people, not a one-time cooperation. For some candidates, remember: don't export personal feelings. Combine your past experience, output some objective market information, stand on the same footing, and convince each other.
I hope my sharing can help you. If you don't understand anything, just talk privately ~