How to ask the headhunter the right questions?

The reason why a headhunter is called a headhunter must be something special. Before the interview or interview, you must understand the advantages he has and the expected value he can create for the company. Therefore, when asking questions, do not ask about his strengths and advantages, what he can bring to the company, etc. In fact, the key to recruiting headhunters is to see whether they can serve the company for a long time.

I think the first thing to ask a headhunter is what is his career plan? As a leader in the industry, headhunters have no doubts about their business abilities and they are also able to think rationally about their career plans. If the headhunter's career plan is consistent with the company's development strategy and the platform it can provide, it means that the headhunter will serve the company wholeheartedly and will not change jobs within a certain period of time. If the two are not consistent, then the headhunter has no need to choose. Even if he comes to work in the company, he will resign soon, which is a waste of time and money.

In addition, I think that when asking headhunters, you should ask side questions that test your moral level. In actual work, I have had this experience, that is, when our company was recruiting, this person was very capable, technical, had excellent work ability, and high efficiency, but he also took advantage of this, Colluding with outside suppliers to make profits in the process, causing certain losses to the company. These people do not lack ability, but what they lack is basic morality. On the one hand, these people will not serve the company wholeheartedly. On the other hand, as long as they have the opportunity, they will harm the interests of the company for their own interests.