As a headhunter, what should I do if I really can’t find a suitable candidate?

Reorganize the work you have done and see where you need to improve.

1. How does a headhunter find suitable candidates?

1. Conscious accumulation

How can accumulation help quickly find the right person? Reading countless experiences of people allows you to have some unique candidates hidden in your subconscious mind. When you find a suitable or similar or related position, you can focus on the characteristics of this person and the characteristics of this type of person and the company. Make further confirmation. If your subconscious candidates are rich enough, or you have a little bit of luck, then you should probably be congratulated. You are already close to the success of this list. The next step is to further confirm and communicate.

2. Good at discovery

This is a process of exercising and verifying judgment. It is a bold prediction and verification of the candidate’s career development plan and development trends. A vaguely close node is what the company needs, and it's possible that you can find a suitable candidate. To sum up, don’t let go of any suitable node and make everything possible become a reality.

3. Enough is Enough

For some lists, you suddenly find that there are many candidates for you and the company to choose from, so what you have to do is to select the most likely candidate to provide 2-3 people, the highest goal should not be more than 5 people. Then the speed and possibility of your advancement will be better. The disadvantage of more and more chaos must be controlled, not more is better.

4. Be forward-looking

Collect as much information about the company and decision-makers as possible, and judge the potential needs of the company. Your candidates should be at least half a pace ahead of the company. , only then can there be the possibility of great value.

5. Rich personalities

Candidates have different backgrounds and different advantages. Behind each one of them is competent, you always have a suitable reason for recommendation, tell your reasons , and let your candidates show a variety of types, there will be trade-offs in the company's selection, and it will also facilitate the failure of the first round and the direction of success in the second round.

6. Objective mind

Haste makes waste. Only with a strong heart can you filter out what you want among many similar candidates. Note that recommending candidates you approve of cannot pass your own level. How can you expect to break through the company's threshold? Keep an objective mind.

You cannot make the company's decision, and sometimes you even have no way of exploring the true talent needs of the company. You need to use your third-party evaluation to help the company find the right people for them. It's your job to make sure your candidate is a good fit. You need to help companies make decisions, and you need to help candidates make decisions.

2. How can headhunters better attract candidates when they call them?

Describe the advantages of the company you recommend and the advantages of the position. For example, if the company is not well-known, it can offer good salary; if the company is not well-known and the salary is not high, then it is said that the promotion potential is high; if these are not available , then does the company have a good geographical location, great position authority, etc.? In short, you need to explore your own advantages.

3. In what ways can headhunters establish effective communication with candidates?

As an intermediary, a headhunter serves as a bridge between clients and candidates. How to recommend suitable candidates to suitable positions, effective communication with candidates is very important.

1. The telephone is the most traditional and direct method of communication. Verbal communication through the telephone can, on the one hand, convey the recruitment requirements of the position, and on the other hand, directly understand the candidate’s work intention and the candidate’s opinions. Make a general understanding and judgment of people's basic conditions.

2. Secondly, communication via email. Many times, the description on the phone may not be very clear. The written expression through email can describe the job responsibilities, job requirements, etc. in more detail, so that candidates can People get more job information.

3. With the emergence of some new 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 characteristics. Gradually it is used more and more in communication with candidates.

4. How do headhunters find candidates quickly?

Basic process:

Position analysis---Searching for job attractions--Developing a talent search plan---Locking in key candidates---Telephone communication--Interview Evaluation-----Resume packaging----Background investigation----After-sales service

The first point: job analysis

Calm down and understand the position background and industry background, from Position the company's market positioning from the perspective of the industrial chain, and figure out the positioning of the position from the perspective of profit model analysis. If you forget about JD, you only have to find the kind of person you are looking for, and then you will find the feeling of the position.

Second point: Find job attraction points

Find positions through analysis of client companies, industry background, development speed, company executives, job space, salary, etc. (Of course, famous companies or real senior management positions do not require so much effort). Create a job description and an attractive headhunting email. A good headhunting email will get twice the result with half the effort, without too much talking. To achieve the goal quickly, organize the language and art from a marketing perspective. The third point: Develop a talent search plan

Normal talent search plans include: talent website, local database of outstanding talents, BAIDU search, correspondence directory, industry contacts, and candidates for similar positions in the target company. How to choose based on the position? Features: Quickly judging what kind of combination plan to use is an empirical work that makes perfect with practice. There is no more skillful way. Repeat training until you get it at your fingertips. This is a key link in doing a good job in headhunting and must be overcome.

The fourth point: locking in key candidates

From the preliminary screened candidates, through the understanding of the position, we will divide the "key candidates", "possibly suitable candidates" and "clues" "Category candidates" are the three categories. Key candidates should be prioritized. If the key candidates can be contacted through communication, there is no need to communicate with the remaining candidates in the second category, and so on. Point 5: Telephone communication

Styles can vary, but confidence and naturalness are fundamental. Confidence: It is because you have studied his information before communicating with him, and you have already thought about the position. Ask him questions about how to present this position opportunity to him so you feel confident.

And nature is the basis for everyone to relax with each other. Have a reasonable intonation and speaking speed, and a neither hasty nor slow rhythm.

Point 6: Evaluation

The evaluation of the candidate is obtained from your first glance at his resume and your phone communication with him. Who should you recommend to the client? , or who to recommend first, the best is not necessarily the most suitable. There is no fixed rule, but a strategy must be formed when recommending. This process is a comprehensive process of information, which tests your emotional intelligence.

Point 7: Resume packaging

You often have the first impression of the candidate after reading the resume. Just like resumes in traditional Chinese are Taiwanese, so along the lines of According to your feelings, let the candidate understand and add content according to your requirements, so that the resume will have the first impression you want after the customer reads it, and the resume will be packaged. Point 8: Background investigation

Under normal circumstances, we are only responsible for the candidate’s tenure, position, academic qualifications, and identity, and ensure that they are consistent with their resumes. We basically follow the process and do not review their personality. Over-commenting on work ability because our survey is limited. To solve this problem, please indicate this in the attachment of the headhunting email you

send to the candidate, so that you Submit your resume to clients without any subsequent hassles. Special background check: We must not falsify. If you have any questions, please consult the advisory team.

Point 9: After-sales service

Whether the customer requires it or not, you should keep in touch with the candidate you recommended successfully and make an appointment with him at the appropriate time to understand his work. Status, understand the situation of the department of his company, which is very important for you to establish connections and gain an in-depth understanding of the customer's situation.

About industry consultants:

Meet valuable candidates -----> Recruit as industry consultants (from personal connections, salons, consulting teams, cooperation) and other perspectives to stimulate personal desire for success , first give him ideas and practical actions to support his success, and then ask him to support our actual business. This is something he personally cannot refuse and will continue to operate naturally. Communicate and meet at least once a month, and slowly he will really become useful to you.

About talent reserve:

1. For the main customers you serve, you should reserve the key talents they lack and reserve the mid-level and above talents of their main competitors.

2. Main areas of service: You must not only reserve employees from mainstream companies, but also industry consultants in this field.

3. You must have 10 handy people around you. If you have more than one valuable candidate, each of whom is good at it and willing to help you, your resources will make you good at it.

About customer relations:

1. When you don’t need the customer to give you a JD and simply describe it, you can understand what kind of talent you are looking for, and you can be considered to be cooperating with the customer. Tacit understanding, to achieve this, you must (understand the customer's field situation, customer's development status, customer's salary level, employment practices)

2. When you have ideas or problems, you can do it without hesitation Only when you call the customer to communicate can you achieve barrier-free cooperation with the customer. To do this requires you (understand the customer's personal characteristics, both parties have a certain sense of identity, already know some of his personal circumstances, have gone through 3. When you and your customers can help each other in private, your cooperation can be carried out in various fields. At this time, the customer relationship should be at its highest level. Will bring your customer relationships to any company he can influence.

About interview skills:

1. Normal communication should last no more than 60 minutes. During this time period, you should be able to quickly enter a host after making a brief introduction. The role is just to ask questions and summarize, and understand what you need to know about the candidate (fields of expertise, suitable position, salary situation, career plan, core resources). If you manage your time well, you should know about him (current company operations) status, any problems, opportunities in the field, the status of peer companies, whether he can cooperate with you in depth in the future)

2. When communicating about the position, find out the key points of the problem. Discuss and guide, not just praise and encourage, but point out the problem and work with him to find ways to solve the problem. Only in this way can we achieve the desired effect and win his respect.

3. 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 of the matter immediately after the meeting. .

About the operating rhythm:

Operate on the basis of the traffic light system, but what needs to be emphasized is:

1. If you have no idea whether the candidate is suitable for the job, If you are not confident, then you have to change your perspective or continue searching until you find someone who satisfies you.

2. The best person may not be suitable, and the most suitable person may not be the first batch to be shipped to customers. Have a strategy and rhythm, and understand the rhythm of the business, such as ancient Chinese folklore, like music.

About concise operation:

After becoming proficient in the above matters, you will become a master if you can simplify the complex. The best is also the simplest.

When discussing positions with customers, you have integrated the solution into the customer communication. By the end of the communication, your plan has been formed. You have found the right person in a very precise way and communicated well. Determine whether it is suitable? Need to make an appointment? Where to start to break through? How to guide strategically? How to package him?

How to complete a relatively complicated process in one go, all of this is just like driving a car. When everything becomes intuitive, simple operations become possible. Enter this state as soon as possible, and you will find that every headhunter Business is very interesting and you will enjoy it.

5. What is the process for headhunting to find candidates?

1. Analyze customer needs:

Communicate fully and effectively with customers to understand their corporate culture, history, products, and management style. And work with the client to analyze the vacant positions and reach a complete understanding of the position's responsibilities, experience, remuneration, reporting relationships and candidate types.

2. Formulate job requirements and conduct searches:

After comprehensively analyzing customer needs, we will submit a written description of job requirements, and based on this, we will use our vast We have a talent pool, a network of relevant institutions and people in various industries, and have specialized and technical contact with every potential candidate. At the same time, the job advertisement for this position will be published anonymously on our website.

3. Screen candidates:

Analyze all candidate information that comes into contact, including the candidate's current position, possibility of leaving, salary, etc. Screen out candidates who basically meet the requirements and arrange preliminary interviews.

4. Interview and evaluate candidates:

Conduct preliminary interviews on candidates, mainly on the candidates’ personality, abilities, professional and technical knowledge, work performance, strengths and weaknesses, etc. Review. And on this basis, write a comprehensive evaluation report of the candidate.

5. Assist clients in interviewing candidates:

Provide comprehensive information of evaluated candidates to clients, arrange interviews between candidates and clients according to client requirements, and collect information from clients and candidates People's feedback is provided to assist both parties in effectively communicating on specific employment conditions.

6. Background investigation:

After the client is satisfied with the candidate, we will learn about the candidate’s personal qualities and human characteristics from his colleagues, previous supervisors, etc. , work habits and other information are provided to customers for reference.

7. Consultation and follow-up services:

Provide personnel consultation and assistance on resignation to hired candidates, maintain uninterrupted contact with customers, and assist both parties in solving problems during the probation period Difficulties and obstacles that may be encountered to ensure that the candidate can successfully trial and achieve satisfactory results for both parties.

6. What is the method for headhunting to find people?

1. Make a cold call: find people through phone lists and other methods

2. Make recommendations using successful Candidates

3. Talents in the talent accumulation ( You must be careful to accumulate talents in daily life)

4. Search resumes: three major websites

5. Long-term resume strategy: attract candidates to actively submit resumes through word-of-mouth and branding

6. Target companies distribute information

7. Industry gatherings

7. How do headhunters obtain information about potential candidates and recruit people? What are the tools and techniques?

Regarding obtaining candidate information, an important "Tao" is to analyze the candidate's life trajectory and choose an appropriate way to intervene. Theoretically, if you want to find relevant information about a big data candidate, you can find it through Weibo, resource websites, blogs, LinkedIn, machine learning activities, etc.

One of the biggest features is that the emergence of social networks has reduced the difficulty of obtaining candidate information. On the contrary, it has changed the work of the recruiter’s industry, the company’s prospects, the candidate’s ability and interest analysis, etc. becomes more important.

The term poaching can be understood as seeking new ways of cooperation between recruiters and candidates. Headhunting activities can be carried out on a non-destructive premise; the better state is to start from the disadvantages. The company finds ambitious talents, introduces them to excellent companies, and can exert a positive influence on the company and the workplace ethics of the candidates.

As for tools and techniques, this matter still needs to be done like doctors and lawyers. Try to have more time to improve your skills internally before going to the market. Therefore, compared with skills and tools, knowledge and workplace ethics are very important.

Take the headhunting in the field of Internet big data as an example. I think it is best to have recommendations for Douban FM and Amazon when it comes to judging the prospects of the Internet industry, judging the prospects of enterprises, and using and evaluating team products (such as recommending positions). It is best to have a certain understanding of knowledge in appropriate professional fields (such as NLP, CTR, article classification, etc.).

8. What channels can headhunters generally use to find people?

There are many channels for candidates, as follows:

1. Traditional recruitment websites: 51job, zhaopin.com, lietou and etc.

2. Socialization Internet: linkedin, weibo, twitter, personal blog.

3.reference: candidate recommendation.

4.cold call: Strange phone number, call acquisition.

5. Other channels: such as QQ system recommendation, LinkedIn system recommendation and etc., and many skills

6.list: through candidate relationships, friends in the headhunting circle, and other channels Get etc.

7. Acquire offline social connections: Tech Party and etc.

9. How do headhunting consultants cold call candidates?

Coldcall is the working method of headhunters. The vast majority of headhunting consultants in China spend their days in coldcall. The efficiency of coldcall directly affects the performance of a consultant or even a search firm.

How to improve the efficiency of coldcall?

1. Eliminate psychological barriers:

Many new headhunters inevitably have psychological barriers to coldcalling. This has nothing to do with face issues. This is our way of working, just do it! ? Make preparations: Be prepared before each coldcall, including collecting the other party's information; question list; stationery for recording, etc.

Structured communication: casual chatting is not suitable for most coldcalls. Structured communication is crucial to improve coldcall efficiency!

Be good at recording: According to the 150 theory, a person can only maintain regular contact with up to 150 people at the same time. Mobile phone SIM cards are generally designed to hold the phone records of 150 people. A headhunter will contact far more than 150 people, so be sure to keep phone records. ? More practice and more summary: The difference between any master and novice is just mastering more trivial skills, such as how to bypass the front desk, etc., but these skills are often difficult to explain in words. After making 1,000 cold calls, you will have an epiphany.

2. Telephone screening of potential candidates

During the resume screening process, some candidates who look good will come into our view, but before deciding whether they are qualified , often we need to make an intuitive judgment on these candidates through telephone interviews.

Telephone interviews place higher demands on recruiters and headhunting consultants, that is, they must quickly make judgments about the candidates on the other end of the phone. Otherwise, it may take n phone calls within a few weeks to reach a conclusion. in conclusion.