What is the operation of the headhunting company?

I hope I can help you sort out the headhunting work comprehensively.

1. How do headhunters find suitable candidates?

1. How does conscious accumulation help to find the right person quickly? Numerous reading experiences have made you aware of some unusual candidates lurking in your subconscious. When you find a suitable or similar or related position, you can further confirm the characteristics of this person, as well as the characteristics and enterprises of this kind of person. If your subconscious candidate is rich enough or has a little luck, then you should probably be congratulated. You are close to this list, and the next step is to further confirm and communicate. ?

2. Be good at discovery, which is a process of exercising and verifying judgment. For the bold prediction and verification of the candidate's career development plan and development trend, the enterprise needs a fuzzy approach node, and it is possible that you can find the right candidate. To sum up, don't let go of any suitable node and make everything possible. ?

3. Enough is enough. Some lists suddenly find that there will be many candidates for you and the company to choose from. What you have to do is to select the most likely candidate to provide two or three people, and the highest goal should not exceed five. Then the speed and possibility of your progress will be better. The disadvantages of chaos must be controlled, not the more the better. ?

4. Be forward-looking. Collect as much information as possible about the enterprise and the information of decision makers to judge the potential needs of the enterprise. Your candidate must be at least half a rhythm ahead of the enterprise before it is possible to add value. ?

5. Individualized candidates have different backgrounds, different advantages, and different reasons behind them. You always have appropriate reasons to recommend and state your reasons, so that your candidates can show a variety of types, and there will be trade-offs in the choice of enterprises, which will also facilitate the failure of the first round and realize the direction of the second round. ?

6, the objective inner speed is not up. Only when you have a strong heart can you select what you want from a large number of candidates as beautiful as flowers and pure as jade. Pay attention to and recommend the candidates you approve. How can you expect to break through the barriers of the enterprise if you can't even pass yourself? Keep an objective attitude. You can't make the decision of the enterprise, and sometimes you can't discover the true nature of the talents needed by the enterprise. You need to help companies find them and find the right people through your third-party evaluation. Your efforts can ensure that your candidate is suitable. You need to help the company make decisions, and you also need to help the candidates make decisions. ?

Second, how can headhunters attract candidates better when they call them? ?

Focus on the advantages of the company you recommend and the advantages of the position, such as low company visibility and good salary; If the popularity is not high and the salary is not high, then the promotion potential is great; If these are not, then is the company's geographical location good, is the post authority large, and so on? In short, you need to tap your own advantages. ?

3. What channels can headhunters establish effective communication with candidates? ?

As a middleman, headhunters act as a bridge between clients and candidates. How to recommend the right candidate to the right position, and effective communication with the candidate is very important. ?

1. Telephone is the most traditional and direct way of communication. Through China's oral communication, on the one hand, we can convey the recruitment demand of the position, on the other hand, we can directly understand the job intention of the applicant and make a general understanding and judgment on the basic situation of the applicant. ?

2. Secondly, it is communication by email. Many times, China's description may not be very clear. Through the written expression of email, describe the job responsibilities and job requirements in detail, so that candidates can get more job information.

3. With the emergence of some emerging 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, and are gradually applied to communication with candidates. ?

4. How can headhunters find candidates quickly? ?

Basic flow: job analysis-finding job attraction-making talent search plan-targeting key candidates-China communication-interview evaluation-resume packaging-background investigation-after-sales service?

The first point: position analysis: calm down to understand the position background and industry background, position the company's market positioning from the perspective of industrial chain, and ponder the position positioning from the perspective of profit model analysis. When JD is forgotten, only what kind of person is left to find and the feeling of finding a position. ?

The second point: find the attraction of work. Through the analysis of the client company, we can find the job attraction from the perspectives of industry background, development speed, company executives, workspace and salary. (Of course, for well-known companies or real executive positions, it is not so laborious). Making an attractive headhunting email with job description, a good headhunting email will get twice the result with half the effort, and it can achieve the goal quickly without too many words, and it will be organized from the marketing point of view. ?

The third point: make a talent search plan. The normal talent search plan includes: talent China station, local outstanding talents, Baidu search, mailing list, contacts in the industry, and candidates for similar positions in the target company. How to quickly judge what combination scheme to use according to the post characteristics is an empirical work of practice makes perfect. There is no better way. Headhunting is the key link and must be overcome. ?

The fourth point: select key candidates from the preliminary screening. Through the understanding of positions, they are divided into three categories: "key candidates", "possible suitable candidates" and "clue candidates". Priority should be given to key candidates. If key candidates can be contacted through communication, the other two types of candidates do not need to communicate, and so on. ?

Fifth, China can communicate in different ways, but self-confidence is essential. Self-confidence: You are confident because you have studied his information before communicating with him. Combining with the position, you have thought about the questions to ask him and how to show him the opportunity of this position. And nature is the basis for everyone to relax with each other. The intonation and speaking speed should be reasonable, the rhythm should be slow, and there is no China. ?

The sixth point: the evaluation of the candidate comes from your first positioning of his resume and your communication with him in China. Who to recommend to customers, or who to recommend first, is not necessarily the best, and there is no fixed law, but a strategy must be formed when recommending. This process is a process of information integration, which tests your emotional intelligence. ?

Seventh point: Resume packaging: You will have a first impression on the applicant when you read your resume frequently, just as resumes in traditional Chinese characters are all the feelings of people in Taiwan Province Province, so follow your feelings, let the applicant know and supplement the content according to your requirements, so that after reading your resume, you will have the first impression you want, and your resume will be packaged. ?

Eighth point: In general, we are only responsible for the candidate's term of office, position, education and identity to ensure consistency with the resume. We basically follow the process and don't make too many comments on his personality and work ability, because our investigation is limited. To solve this problem, you should indicate this in the attachment of your headhunting email to the candidate, so that you won't have any subsequent trouble when submitting your resume to the client. Special background check: you must not fake it. If you have any questions, please consult the advisory group. ?

Point 9: After-sales service: No matter whether the customer requires it or not, you should keep in touch with the successful candidate recommended by you, meet him at an appropriate time, and learn about his work status and the department of his company, which is very important for you to establish contacts and deeply understand the customer's situation. ?

About industry consultants:

When you meet a valuable candidate and hire him as an industry consultant (from the perspectives of contacts, salons, consulting teams, cooperation, etc.), you can stimulate your desire for success, first give him ideas and practical actions to support his success, and then ask him to support our actual business, which is irresistible to him personally and will naturally continue. Communicate and meet at least once a month, and slowly he will really be used by you. ?

About talent reserve:

1, the main customer you serve, you should reserve the key talents he lacks and the talents above the middle level of his main competitors. ?

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

3. You should have 10 or more valuable candidates at hand. Everyone has China and is willing to help you, so that your resources can make you long-sleeved. ?

About customer relationship:

1. When you don't need the JD of the customer, but simply describe what kind of talents you are looking for, you can count as tacit cooperation with the customer. To do this, you must (know the customer's field, customer's development, customer's salary level and employment practices)?

2. When you have ideas and questions, you can not hesitate to call the customer's China to communicate, then you can be considered as a barrier-free cooperation with customers. To do this, you are required to (know the personal characteristics of the customer, both parties have a certain sense of identity, already know his personal situation, and have passed the stage of pretending)?

When you and your customers can help each other privately, the cooperation between you can be carried out in various fields. At this time, the customer relationship should be at the highest level, and he will bring your customer relationship to any company he can influence. ?

About interview skills:

1. Normal communication should not exceed 60 minutes. During this period, you should be able to quickly enter the role of a moderator after making a simple introduction, just asking questions and summing up, and knowing what candidates must know (Chinese territory, suitable positions, salary situation, career planning, core resources). Grasp the time, you should know his (company's current business situation, what are the problems).

2. For work communication, it is necessary to find out the key points of the problem to explore and guide, not to praise and encourage blindly, but to point out the problems and find ways to solve them together, so as to achieve the expected results and win his respect. ?

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 immediately after the meeting. ?

About the operating rhythm:

Operate on the basis of traffic light system, but it should be emphasized that:

1. If you have no confidence in the suitability of the candidate, then you should continue to look for it from another angle, or until you find someone who satisfies you. ?

2. The best person is not necessarily suitable, and the most suitable person is not necessarily the first to sell to customers. They are strategic and rhythmic, and they know the rhythm of business, such as classical Chinese and music. ?

About concise operation:

After mastering the above matters, if you can simplify the complex, you will become an expert, the best and the most concise. When talking about positions with customers, the solution has been integrated into customer communication. By the end of communication, your solution has been formed. Find the right person accurately, communicate in place, and judge whether it is appropriate. Do you need an appointment? Where to break through? How to have strategic guidance? How to wrap him? How to complete a relatively complicated process in one go is like driving a car. When everything becomes intuitive, simple operation becomes possible. Enter this state as soon as possible, and you will find that every headhunting business is very interested and you will enjoy it. ?

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

1. Analyze customer needs: communicate fully and effectively with customers to understand their corporate culture, history, products and management style. And analyze the vacant position with the customer, and reach a * * * understanding of the position's responsibilities, experience, treatment, reporting relationship and candidate type. ?

2. Make job requirements and search: After a comprehensive analysis of customer requirements, we will submit a written description of job requirements, and on this basis, we will make use of our huge talent pool and China's network with relevant institutions and people in various industries to make special technical contact with each potential candidate. At the same time, job advertisements will be posted anonymously on our China page. ?

3. Screening candidates: analyze all the information of the contacted candidates, including their work status, possibility of resignation, salary, etc. Screen out the candidates who basically meet the requirements and arrange the initial test. ?

4. Interview and evaluation of candidates: conduct a preliminary interview of candidates, mainly evaluating their personality, ability, professional and technical knowledge, work performance, advantages and disadvantages, etc. And on this basis, write a comprehensive evaluation report on the candidates. ?

5. Assist clients in interviewing candidates: provide clients with comprehensive information about the candidates being evaluated, arrange interviews between candidates and clients according to clients' requirements, collect feedback from clients and candidates, and assist both parties to communicate effectively on specific employment conditions. ?

6. Background investigation: After the customer expresses satisfaction with the candidate, we will ask the candidate's colleagues and former supervisors for personal qualities, personality characteristics, work habits and other information for reference. Painting, consultation and follow-up services: provide personnel consultation and assistance to the resigned candidates who have been hired, keep in constant contact with customers, help both parties solve the difficulties and obstacles that may be encountered during the probation period, and ensure the successful trial of the candidates and satisfactory results for both parties. ?

6. What is the way for headhunters to find people? ?

1. Make a cold call: China list looking for someone?

2. Use successful candidates for recommendation?

3. Talents in talent accumulation (usually accumulate talents seriously)?

4. Resume Search: Three China Stations?

5. Resume long-term strategy: attract candidates to take the initiative to submit resumes through word of mouth and brand?

6. The target company sends a message?

7. Industry gathering?

7. How do headhunters get information about potential candidates and dig people up? What tools and skills are there?

Regarding the part of obtaining candidate information, an important "Tao" is to analyze the candidate's life trajectory and choose the appropriate way to intervene. Theoretically, if you want to find information about a big data candidate, you can find it through Weibo, Resource China Station, blog, linkedin, machine learning activities and so on.

One of the biggest characteristics is the emergence of social China network, which makes it less difficult to obtain candidate information, but it is more important to analyze the employer's industry, the prospect of the enterprise, the candidate's ability and interest.

Digging people can be understood as recruiters and applicants seeking new ways of cooperation, and headhunting activities can be carried out without damage; A better state is to find ambitious talents from enterprises with shortcomings and introduce them to excellent enterprises, which will have a positive impact on the workplace ethics of enterprises and candidates.

As for tools and skills, this matter should be like doctors and lawyers, striving for more time to master their skills in internal promotion before going to the market. Therefore, knowledge and workplace ethics are very important compared with skills and tools. Take headhunters in the direction of big data in China on the Internet as an example. I want to judge the industry prospect, the enterprise prospect, the use and evaluation of team products (for example, it is best to have a perceptual knowledge of recommending a position by Douban FM and Amazon) and appropriate professional knowledge (such as NLP, CTR, article classification, etc.). ).？

8. What channels can headhunters generally find people? ?

There are many channels for candidates, as follows:

1. Traditional recruitment stations in China: 5-job, Zhaopin recruiting China, Hunting Investment, etc.

2. Socialized China networks: LinkedIn, Weibo, Twitter and personal blog.

3. Reference: candidate recommendation. ?

4. Cold call: You can get it by phone from a strange China. ?

5. Other channels: for example, QQ system recommendation, linkedin system recommendation, etc., and many other skills?

6. List: obtained through candidate relations, friends in the headhunting circle and other channels. ?

7. Get offline social contacts

8: Science and Technology Party, etc?

9. How do headhunters call candidates? ?

Coldcall is the way of headhunting, and most headhunting consultants in China spend their days in it. The efficiency of Coldcall directly affects the performance of a consultant or even a headhunting company.

How to improve the efficiency of Coldcall? ?

1. Eliminating psychological barriers: Many new headhunters inevitably have psychological barriers to Coldcall, which has nothing to do with face problems. This is the way we work, just do it! ? Get ready: get ready before each call, including the collection of the other party's information; List of questions; Structured communication such as recording and stationery: rambling chat is not suitable for most cold calls, and structured communication is very important to improve the efficiency of cold calls! ?

2. Good at recording: According to the theory of 150, one person can only keep continuous contact with 150 people at the same time. SIM cards of mobile phones are generally designed to hold 150 China records. A headhunter contacts more than 150, so be sure to keep a good phone record.

3. Practice more and summarize more: the difference between any expert and novice is that they have mastered more insect carving skills, such as how to bypass the front desk. But these skills are often unspeakable. After typing 1000 Coldcall, you will have an epiphany. ?

4. Telephone screening of potential candidates: In the process of resume screening, some candidates who look good will come into our field of vision, but before deciding whether they are qualified, we often need to make an intuitive judgment on these candidates through an interview in China. Interviews in China put forward higher requirements for recruiters and headhunting consultants, that is, to quickly identify the applicants at the other end of China, otherwise it may take weeks to reach a conclusion by calling China N times.