What should you do when you encounter a difficult HR?

When a headhunter cooperates with a company, it is inevitable to interact with the other party's HR. However, recently, more and more headhunter friends have complained about HR. Why do headhunters dislike HR less and less?

When dealing with HR, you will always encounter procrastinating and strong HR. A procrastinating HR will prolong the recruitment cycle again and again, while a strong HR will severely dampen the enthusiasm of headhunters.

“I’m not free now!”

“I’ve been too busy lately, what’s your problem?”

“I’m not responsible for headhunting!”

Such HRs are often encountered. Regarding such HR minions, we specifically asked a few "veterans" in the hunting ground. They have rich experience in the workplace and have experienced no matter how big a blow, so they practice Regarding "strong heart", they all agreed:

Newcomers who are new to the headhunting industry must first do these three things:

"Don't be afraid of not doing well", "Don't be afraid Rejection" and "not afraid of embarrassment"

To sum up, "don't be too thin-skinned", get rid of the fearful mentality, and then strengthen yourself psychologically. The simplest and most effective way is to get used to being rejected a few times.

So how should headhunters deal with HR’s strong rejection or delay in replying?

1. Professional, professional, professional

It should be noted that the strength of HR is relative. Instead of giving JD, I will give you a few verbal messages. Can you write a JD that will impress him? If you can do this, he will definitely cooperate with you seriously. How to improve your communication and professional skills, list the following points:

1. Respond to rejection correctly

Generally, corporate HR When rejecting you, it will be for the following reasons:

When HR says "I am very busy, send me the information first, and I will reply to you after a few days." Generally this is classified as the need is not urgent.

The company’s recruitment needs are not all urgent positions, and HR’s response speed will naturally not be so timely. Faced with such a situation, headhunters can start from the matching degree of candidates and emphasize that talents cannot be lost. There is no rush to recruit people for the position, but good talents cannot be delayed.

When HR says: "I believe you can help us find these positions, that candidate is not suitable, are there any other candidates?" This is generally classified as a picky employer.

Many companies, especially headhunters, hope to recruit the best people, who are proficient in all kinds of skills, and the best one can be used by ten. However, company recruitment always only recruits the right ones. Don’t look for good ones. Only the most suitable person for the position is right. The headhunter can also disclose the candidate selection and interview situation to the company, explaining the current situation of such talents in the market, so that the company can make reasonable recruitment decisions. p>

When HR says: "Let's take a look at the candidates we have just established. We have to determine who is needed for the project we have just established." Generally this is classified as unclear requirements.

If the company's recruitment needs are too clear, the scope of mobilizable talents will be greatly reduced, making it difficult for headhunters to operate; if the company's recruitment needs are completely unclear, it will also cause great trouble to headhunters. If it is not possible to recommend one person, it will not work again, which is not only wasteful. Time also reduces the evaluation of headhunters in the minds of both companies and talents.

In this case, headhunters must first understand as much as possible about the company, dig into its talent needs, and communicate more with HR and even departments. Communicate with leaders to help them clarify recruitment needs. At the same time, you should also pay attention when recommending candidates. The first one recommended may be more suitable, and then

3. Accumulation of industry knowledge and connections

First, understand the client industry and talent needs and requirements of general headhunting companies.

Second, accumulate as many contacts as possible. Networks are wealth for headhunters.

4. Improve search skills

In addition to the resources provided by the company and your own connections, explore, develop and organize other channels for talent search.

5. Interest

Be interested in the headhunting industry. Interest will make people have stronger stress resistance and creativity. Really good headhunters will definitely like to be headhunters.

6. Service skills

In addition to serving customers, headhunters also need to provide candidates with certain resume packaging and interview guidance.

2. Interview, interview, interview

Try to visit in person. An interview will be more effective than telephone communication. List the job issues at once, find a time convenient for HR to communicate clearly, and then find candidates; sometimes failure to respond in time may mean that the candidate is not suitable and HR is too lazy to respond, so you should take the initiative to ask for feedback.

Visiting customers is a very important step. During the customer visit, you can highlight your strength, affinity, understanding of the customer's industry, etc. The points that need to be paid attention to when visiting customers are listed below. :

1. Hard equipment:

Wearing: The universal equipment for a formal visit is a suit for men and a business suit for women.

Corporate brochure: Although most HR I won’t look at it seriously, but I must understand it.

Some resources that can be provided: such as salary reports and industry analysis.

JD: If the client is offered a position after a phone call and determines the position that needs to be headhunted, please remember to bring it with you to confirm the details and conduct a comprehensive communication on job requirements.

Communication of job requirements (form): Customers usually don’t let Zhuozhong headhunters run in vain. They will provide some positions on the spot depending on the situation. At this time, the headhunter needs to come up with the job requirements form to ensure that all the required information is available. can be recorded accurately.

2. Soft equipment:

Customer company information: After a general understanding, you can ask some questions during the visit or ask the customer contact person to make an introduction from an insider's perspective.

Client competitor information: You can talk about whether the competitive brand company information held by the consultant is incorrect, and see if the client has any additions, because these competitors are the best sources of candidates.

Possible job requirements of customers (you can find similar positions online): If the customer has no demand for the time being, you can use similar job requirements from other companies to communicate with the customer. On the one hand, let the contact know what competitors need. Such people can, on the one hand, confirm whether the client's company is willing to consider it if there are similar candidates.

All positions currently being recruited by the customer (can be found on major websites): This is used to understand whether the current position recruitment by the customer through other channels is successful, and to confirm whether there are positions among which the consultant can help.

3. Purpose of visit

Obtain effective information: introduction of the other company (internal perspective), organizational structure, recruitment needs and time

Enhance feelings: let customers Remember the consultant’s name

Exchange business cards: Many times the consultant will not be able to get it. If HR forgets it, remember to ask, the purpose is to get the contact’s mobile phone number

In person When you are a strong HR, the most important thing is to highlight your professional abilities so that HR has to trust you. It is best to make an appointment to show your professional abilities, so the effect will be better!

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