How to become a headhunter?

Many people find that they have been headhunters for a year and work overtime every day, but they have not made a single order. In the end, I can only tell myself that my position is unreliable, not that my ability is not good. But is this really the case? If it is useless for a person to do more things in the wrong direction, then we will use Hefei headhunting financial headhunting company to analyze how unprofessional headhunters do projects.

I just want the result of "three noes" to be zero regardless of the process.

In the final analysis, headhunters are doing "people's business", and every link may be directly folded if they are not careful, but many headhunters want to enjoy the joy of success. There was no follow-up, no intention confirmation and no coordination in the recommendation, and finally the result was 0 because of "three inactions".

Candidates have no intention to confirm after signing the offer.

Most candidates recommended by headhunters do not lack job-hopping opportunities, and many scarce talents even receive several offer at the same time. If the headhunter thinks that signing the offer candidate will "run away" and will not continue to follow up, then the candidate is likely to choose other companies that are more active and care more about their feelings at this juncture.

After the candidate entered the interview, there was no follow-up and no explanation.

After the applicant is invited for an interview by the enterprise, some headhunters feel that as long as the interview time and place between the enterprise and the applicant are arranged, the applicant can communicate with the enterprise by himself. However, if the headhunter does not follow up the interview process of the candidate, it is likely that the order will fail because of insufficient information.

Interviewing candidates in an enterprise is the first time for both parties to meet. Even if the interview goes well, there will be many things that need headhunters to coordinate and communicate. Many times headhunters can't attend the interview together, which requires headhunters to track the interview results in time, communicate and explain the feedback from both parties, and promote the process of making orders.

Candidates don't care after they join the job, and there is no one to coordinate if there are problems.

In the result-oriented recruitment mode, the node where headhunters complete orders is not the recruitment of candidates, but insurance. How to ensure that candidates can successfully pass the guarantee period and quickly integrate into the new team is the focus of this link.

Some headhunters leave after the candidates join the company, and there is no one to coordinate the problems. If the candidate can't adapt to the new working environment and team, he is likely to leave his job. After the guarantee period, the headhunter's order-making results will be directly zero.

Only bring your resume, not sure about the job-hopping intention of the candidate.

Hefei headhunters found that when the job demand came out, unprofessional headhunters came out. They first look for resumes in various channels, screen them, then edit them and send them directly to HR mailbox. It's done.

HR saw a good candidate and wanted to invite an interview, so he contacted the candidate and asked him if he would like to attend the interview. But you don't know who you are!

Whether you admit it or not, this is the status quo of many headhunters as a single referee. I have tried my best to find a resume to push. I naturally feel that since I can find a resume of a talented person, I must have an intention to apply for a job. But who will easily agree to the headhunter who calls for the first time to recommend a job? If the intention can be well determined, once the candidate refuses, the headhunter will directly lose faith in the enterprise and it is difficult to recommend it again.

Subjectively give the candidates "extra drama" without making objective judgments.

Hefei headhunters remind everyone that it is very important to determine the candidate's intention after finding the candidate, and it is also the work that must be done before recommending. Although the candidate wants to change jobs, he may not be willing to accept the position you recommended. Even if the applicant is willing to accept it, headhunters need to judge whether it meets the job requirements.

Many HR will use a critical eye to see if this candidate is suitable when interviewing candidates. Some headhunters are eager for candidates to meet the needs and have a high degree of matching, so they subjectively improve the matching degree of candidates.

Headhunters subjectively hope that candidates can meet the requirements of enterprises, so they will make excuses for candidates intentionally or unintentionally to improve the matching degree with the position, but professional headhunters should objectively judge whether candidates are really suitable for the position and whether they can accept the opportunity. If there are reasons that may lead to the failure of recommendation, it is necessary to know the situation in many ways to judge whether it is necessary to make adjustments.

The headhunting industry is highly competitive. Being a good headhunter is easy, happy and earns millions of dollars a year. Some people are so busy that they can only live on their basic salary every month, and the income gap is very large. If you want to be an excellent headhunting consultant, you should not only take the successful recommendation of candidates and job insurance as your job; And unprofessional headhunters just regard finding people as their job. The direction is wrong, and no matter how hard you try, you can only get farther and farther away from success.

The article comes from a financial headhunter.