How does HR choose headhunters and candidates?

Pre-inspection: multi-channel appraisal of headhunters' word of mouth

Nowadays, the Internet is very developed. Employers can learn to use search engines to understand the relevant headhunting companies after receiving the invitation calls from headhunting companies, so as to inquire about the size and establishment time of headhunting companies, which companies recommended which positions, and whether they have hunted talents for competitors.

You can also call their customers to find out whether the talents they hunt are easy to use and whether the service quality is excellent. Enterprise HR can also go to the headhunting company for on-the-spot investigation when geographical time permits.

Interview: Face-to-face contact to see the headhunting strength

During the interview, you can listen to how headhunters introduce themselves, how to introduce service cases in related industries, and how their headhunters complete job hunting in cases. You can also ask them to evaluate the pros and cons of other headhunting companies and their familiarity with the industry to judge their professional vision.

In addition, you can learn about the headhunting consultants in their company, what kind of headhunters they have, their headhunting experience and education. For the talent pool, this can only serve as a reference. Although some headhunting companies have huge data, they are inefficient and not closely related to each other. Such human resources cannot be their core technological advantage. Therefore, as an enterprise HR, the most important thing is to examine their own novelty-seeking methods, channel resources, familiarity with the industry and understanding of recruitment positions. Excellent headhunters must be familiar with the industry and have a good understanding of the recruitment corporate culture and future development. Sometimes they must master the style of recruiting business owners and have keen observation.

Proactive attack: verifying the professionalism of tracking headhunters

In order to prove themselves, general headhunters will provide many calls for customers to verify and track, but as an enterprise HR, it is best to identify with their keen sense of smell. It's best to find a way to verify the tricks with the headhunters. What are the recruitment results of the executives they hunted? How about pre-sale, in-sale and after-sale services? If there is another executive recruitment, will the other company still choose them? You know, the true evaluation of customers is the best proof.

Besides, you can also ask headhunters how they interview every executive with different functions, how to check whether the candidates are suitable, how to do background checks, and how to ensure that the candidates can be stable in the enterprise after they arrive. What is the completion time of their executives' hunting, and how to ensure the smooth progress? These can be answered and completed satisfactorily, and I believe they will soon enter your consideration.

Ten angles to consider the candidates recommended by headhunters.

It is not easy to locate talents in a limited time when the unit is in urgent need of hunting talents. As an enterprise HR, it is best to have the ability to appreciate talents professionally when facing the talents recommended by headhunters. May wish to target talents from the following aspects.

1. Reverse thinking ability. Faced with new problems in their work, they are good at exploring ways to solve problems with reverse thinking. Where is the crux of the problem, whether it is artificial or objective; Is it a technical problem or a management loophole? Using reverse thinking to find solutions to problems will help leaders get rid of problems more easily.

2. empathy. When ordinary people consider ways to solve problems, they usually stand on their own responsibility and handle them properly as soon as possible. But they always consciously consider the solution to the problem from the standpoint of the company or the boss.

3. Summarize the ability. They have better ability to analyze, summarize and summarize problems than ordinary people. We can always find out the regular things and control them, so as to achieve twice the result with half the effort.

4. Be able to write documents. Bosses usually have no time to read lengthy documents. Therefore, it is particularly important to learn to write concise written reports and compile pleasing tables. Even if it is a very complicated problem, you can let the boss know the general situation by browsing a page or a table.

5. Ability to collect information. They are very concerned about collecting all kinds of information, including policies, reports, plans and programs. Pay special attention to competitors' information. Because any mature business process itself is the accumulation of many lessons.

6. Programming ability. When encountering problems, they don't ask leaders to do "questions and answers", but do "multiple choice questions". They usually bring many solutions to their problems for leaders to choose and decide.

7. Ability to adjust goals. When personal goals can't be achieved in the organization and can't get rid of this environment for the time being, they often adjust their short-term goals and organically combine them with the company's development goals. In this way, it is easy for everyone to approach or agree.

8. Self-consolation ability. When they encounter failures, setbacks and blows, they can often comfort themselves and extricate themselves. They will quickly sum up experiences and lessons and firmly believe that the situation will change. Such optimism is more conducive to solving problems in the future. Even if they change departments, they can adapt to the new culture quickly.

9. Written communication skills. When they find that face-to-face communication with their boss is ineffective, they will try to communicate in a roundabout way, such as email, or in the form of written letters and reports. Because sometimes written communication can achieve the effect that face-to-face language communication can't.

10. Professional ability. With the intensification of competition and the increase of business risks, the success or failure of enterprises can be achieved overnight. For them, changing jobs or even losing their jobs is nothing to hide. Therefore, their ability to withstand job changes is unmatched by ordinary people. In their view, this is not only a question of personal development, but also a question of viability. At the same time, they have high efficiency, dedication and loyal professionalism.