How do headhunting companies generally find people, and which talents will they headhunt?

The answer is basil divided it into two parts. Part one: What kind of talents will be concerned by headhunters? Part II: How do headhunters generally find candidates? Let's take a look.

1. What kind of talents will be noticed by headhunters?

1, formal education

Formal education, not necessarily a particularly high education, is mainly suitable for the post, especially if you need many years of work experience in related fields, but you must graduate from a formal full-time university.

Whether you are an on-the-job person who has worked for several years, a fresh graduate, or a classmate who is still in college, please remember the saying "It's never too old to learn". Even if you don't want to get a high degree in a good school, you should arrange your own time. No matter how busy you are, take some time to recharge your batteries and put your wisdom into it, which will definitely benefit you for life!

2. Foreign languages are very good

If you want to enter a foreign company, fluency in foreign languages is a plus. In fact, it doesn't matter whether you pass level 4 or level 6. If you have overseas work experience or equivalent to CET-4 or CET-6, it is better to surpass the same level.

Of course, not all enterprises have requirements for English, and it is becoming more and more common now. Most employees of foreign-funded companies in China are from China, and there are few places to use English unless they have business dealings with the head office. Therefore, many students think that if you want to enter a foreign company, you must have a good foreign language level. Due to lack of confidence in themselves, they missed many top 500 companies. When looking for a job, you must get rid of this misunderstanding. Not all foreign companies have to use foreign languages in their work.

But we should also remind everyone that if the foreign language level is not enough, it will really affect the future career development. For example, there is an overseas training opportunity, and as a result, you don't understand it and get little; For example, there happens to be an email from headquarters, and your boss wants you to reply in a foreign language. The result is that I can't read it, I can't write it, and it's very troublesome.

3. Potential stocks

Potential is innate and acquired. Smart candidates don't have a work record of jumping to the bottom for a year or two. After all, in a company, it takes you three to five years to get in touch with the company's core business and understand the operation and management process.

But gold always shines, and people with potential usually get more training and promotion in existing companies.

Headhunters will carefully study the career development path of target candidates, and also call or interview some candidates' expectations or career goals for future development to assess whether they are suitable for the employment needs of target enterprises. Those who have no future in the company, have not been promoted for many years, have not achieved remarkable results in their work, and are constantly changing jobs just to raise their wages are not interested in headhunters at all. Business managers are not fools. Candidates who frequently change jobs to improve their social status must lack the minimum loyalty to the company.

4. Have considerable working experience in the industry.

For relatively junior positions such as sales engineer, more than 2 years of industry experience is enough. But management positions will require longer experience support.

If you have worked in the same position for five years and then go to the market to look for job opportunities, people working in foreign companies will be more popular than those working in domestic companies, because foreign companies will provide you with an all-round improvement from vision to comprehensive quality and business ability. Because headhunting companies and customers are most interested in the job experience of candidates, to put it bluntly, they can start working or lead the team immediately after joining the company.

Headhunting companies target outstanding talents from all walks of life. When you receive an email or phone call from a headhunting company, in a sense, you are already an excellent talent.

5. Interested in headhunting

This aspect is most easily overlooked by everyone. Many people in the workplace think of headhunters when they want to find a job or jump ship. This is very unwise. Even when they don't want to change jobs, they are sometimes "harassed" by phone calls or emails from headhunters, and they will be very disgusted and disgusted. Such people are often difficult to become the target of "hunting" in the future.

Most headhunting consultants and talent managers of headhunting companies have received systematic professional training and well-trained professional quality. They don't frequently meet people who are completely uninterested in headhunting.

At the same time, in their view, these people lack workplace wisdom, because it was a good opportunity, and they may have just missed it because of their resistance to headhunting.

Then, maybe in my new job in the future, I may miss the opportunity because of my stubborn personal concept and bring losses to the enterprise.

If there is a headhunter looking for you, be modest and make friends with the headhunter, and you can simply talk about your development direction and career planning. Life always gives the green light to people with goals and foresight!

Second, how do headhunters generally find candidates?

1. The most common way for headhunters to find people is to choose from the database.

For example, some headhunting companies such as talent portals are at most second-rate enterprises in the headhunting industry. There is a simple reason. High-tech talents are ashamed to throw resumes indiscriminately, and personal application will reduce the treatment in all aspects, so customers rarely let them do some good jobs with high salaries.

2. Find through friends, internet and professional media.

This is also a lazy way. These candidates have relatively high exposure to the public and are easy to have opportunities. For those of us who work hard in the workplace, not everyone can get high exposure.

3. Telephone interview

This is a common method used by international headhunters and top headhunters in China, and it is also the most effective method, so it is not surprising that people upstairs say that some people with low level receive calls from headhunters. Just because the headhunter's phone number doesn't mean he has a crush on you. He only judges your style, background, communication skills and so on by phone. Applicants are often very proud when they receive a call from a headhunter, thinking that the position belongs to him. Actually, I didn't leave any characters. If the headhunter sends HR three resumes (abbreviated resumes), he will communicate with at least 65,438+000 candidates and ask for 20 resumes. HR will also communicate with those three resumes at the same time to select the most suitable candidate.

In other words, you have a 1% chance of getting a call from a headhunter and a 10% chance of sending a resume. If the headhunting consultant tells you that your resume has been sent to HR, you have a chance of 1/3.

Of course, these figures are all based on the professional ability of consultants, and the chances of meeting information workers who have just started their careers (it takes one to two years for information workers to grow into consultants or assistant consultants) are even lower.