How can I become a good headhunter?

Headhunter, which means people looking for talents, is to help excellent enterprises find the talents they need. Another way of saying this word is called advanced talent search. "Head" refers to the place where wisdom and talents are concentrated, and "headhunting" can also refer to the act of hunting talents, that is, discovering, tracking, evaluating, selecting and providing senior talents. In foreign countries, this is a very popular way to recruit talents. It is translated as "headhunting" in Hong Kong and Taiwan, and also called headhunting in Chinese mainland, which means "recruiting senior talents or excavating high-end talents".

So how to become a good headhunter? You can try to establish a model from the perspective of operation, and evaluate the pros and cons of a consultant from the perspectives of business value, customer value and user value for reference only.

1. Business value: individual performance or team performance of consultants.

Second, customer value: the ability to complete the recruitment entrusted by customers.

Third, user value: the evaluation of consulting services by candidates and HR.

In terms of expansion:

First, the business value is aimed at the company level, which refers to the personal performance of the headhunting consultant or the performance contribution of the team. Any boss hires consultants in order to create profits for the company. A headhunting consultant who can't make money for the company must not be a good consultant, and a consultant who doesn't make money for the company for a long time is immoral (usually a headhunting company will kill this person if it doesn't make a bill for six months). The boss pays you and bears the risk of loss. You are not hired to make clients and candidates happy.

Second, customer value refers to the ability of headhunting consultants to accept clients' entrustment and complete recruitment. Calculate the proportion of commissions accepted by consultants that are successfully delivered each year, among which those who stop recruitment due to customer reasons do not enter.

Third, user value is used to measure the professional ability of headhunting consultants to provide candidates and HR services, including your understanding of the position, the accuracy of search, the response of service, the coordination of interview and the negotiation of Offer. ?

Based on the above three points, we can construct such a radar chart of consultant's ability evaluation:

With the standard and latitude, continue to define what kind of ability and quality a good headhunter needs.

1, sales skills;

2. Recruit professional skills;

3. headhunting skills;

4. Focus on professional knowledge of the industry;

5. Business negotiation skills and business writing skills;

6, enterprise management knowledge;

7. interpersonal skills.

Among them, 1, 2, 3, 5 can be mastered by learning, and 4, 6, 7 need the accumulation of time and experience. If someone tells you that headhunting depends on savvy, don't believe it. Everything has its basic laws. If you master these rules, you can run more steadily than others. As for how far you can run, it is a matter of talent and hard work.

Remember: not everyone who learns piano can become Mozart, but most people can practice piano Grade 8 through hard work.