How headhunting consultants improve the success rate of candidates' entry

For headhunting companies, headhunting consultants are the main body of headhunting companies and the foundation of the company's development. Without the support of headhunting consultants, headhunting companies cannot grow and develop. Everything the headhunting consultant does will become a part of the customer's feelings about the service of the headhunting company and will have a certain impact on the image of the headhunting company. So how can headhunting consultants improve the success rate of candidates? Below? Basil net? I have arranged several parts for your reference. If you have any questions about headhunting, you can come to me.

It is more and more important to cultivate and improve the professional quality and skills of headhunting consultants at this moment.

First, consolidate industry knowledge and common sense.

Headhunting industry is a new service industry, so headhunting consultants belong to knowledge-based groups.

As a headhunting consultant, if you want to get the full recognition and trust of customers, you must have enough industry knowledge and in-depth understanding of the whole industry. This requires headhunting consultants to have strong learning ability, and to expand their required industry knowledge and common sense through various learning methods in a short time.

The market is changing rapidly, and various new industries and new jobs are emerging one after another. It is not enough to have professional knowledge and understanding of a certain industry.

Headhunting consultants need to pay attention to the development of a certain field at any time through newspapers, magazines, internet and other information platforms. Learning ability is an essential ability for an excellent headhunting consultant.

Second, carefully screen resumes and start background checks.

Carefully screening resumes has laid a solid foundation for headhunting consultants to successfully recommend candidates.

1. Identify the company and position of the candidate.

If the position of the applicant's company is in the same industry as the vacant position of the client company, and the applicant has worked in a leading enterprise in the same industry, then the candidate has a great chance of getting an interview.

2. Pay attention to the candidate's past performance.

Job descriptions without performance support are unconvincing. From the candidate's past performance, we can evaluate the candidate's personal ability and judge whether he is suitable for the vacant position in the client company. If the candidate has left, we should find out the real reason for his departure.

3. Pay attention to the candidates' self-evaluation.

The applicant's self-evaluation is a very important content, which reflects the applicant's self-orientation, work experience, industry advantages and professional advantages. After the resume is selected, it is necessary to investigate the background of the candidate.

The efforts of headhunting consultants will determine whether the talents they hunt can match the talents needed by the positions of client enterprises. In this link, the headhunting consultant conducts background investigation on the recommended talents, so as to identify the information transmitted by the talents.

It is necessary not only to know the past work, tasks and achievements of referees, but also to evaluate and analyze whether the recommended talents match the talents required by the positions of the client enterprises, so as to improve the matching degree between the recommended talents and the talents required by the positions and improve the recommendation success rate.

Third, actively communicate with customers.

Headhunters, like other professional services, are dealing with people. Headhunting consultants should actively communicate with clients and learn as much as possible about their information, such as the introduction of client companies, corporate culture, development direction of the company, job requirements and salary composition.

At the same time, listening, understanding and digging the real needs of customers with a professional attitude and paying attention to the meaning of customer enterprises will help to sort out the key points of the position. To achieve effective communication, we must first learn to listen. Pay attention to the implication of the customer and the mood of the other party. As a professional headhunting consultant, you should have keen insight and judge each other's real needs from their speeches.

Only with benign communication and interaction with client companies can headhunting consultants better provide better and more efficient services to client companies and make them get twice the result with half the effort.

Fourth, external evaluation and matching.

In the service process of talent recommendation, headhunting companies need to evaluate and analyze whether the recommended talents match the talents needed by enterprises.

Through the background investigation and some external evaluation of the recommended talents, we can test whether the recommended talents are qualified for the positions provided by the client enterprises and whether they can integrate into the cultural environment of the client enterprises as soon as possible.

The success of the talents recommended by headhunting companies mainly depends on whether the client enterprises can provide the current and future key needs for the needed talents, such as salary, promotion space and development prospects.

Therefore, headhunting consultants should conduct external evaluation and matching of candidates, so as to better grasp the characteristics of talents, reduce the recommendation cost of headhunting talents and ensure the success rate of talent recommendation.

Fifth, improve lobbying skills.

A thousand troops are easy to get, but generals are hard to find.

After the headhunting consultant determines the final recommended talents, the headhunting consultant will begin to exert his lobbying skills to persuade candidates to leave their original positions and attract them to the vacant positions in the client enterprises.

First of all, headhunting consultants are recognized by candidates and are the basis of equal communication.

Secondly, when lobbying candidates, we should be reasonable and present the facts. We can persuade candidates to leave their original posts through salary expectations, work experience, work skills, promotion space, future development expectations and other factors.

Everything is ready except the east wind. Lobbying sometimes requires the persistent efforts of headhunting consultants. If the candidate is very suitable for the position to be recruited in all aspects, and the candidate himself has not explicitly rejected the position offered, or even if some of them are rejected, these problems can be solved, then the headhunting consultant should not give up the last step easily.

Headhunting consultants should skillfully grasp the psychological needs of candidates, be rational and emotional when lobbying, and grasp the scale of lobbying to double the lobbying effect.

Based on this, the competency of headhunting consultants should include two aspects: personal quality and professional skills. The professional services of headhunting consultants can improve the success rate of candidate recommendation.

At the same time, headhunting consultants should keep up with the changes in the market, supplement the relevant knowledge of new industries in time, and constantly improve their interpersonal insight, communication and coordination skills, judgment and reconnaissance capabilities, and improve the success rate of candidate recommendation while improving their professional skills.

Hope basil net? The answer can help you.