Headhunters like to "cook but not live", after all, more about the understanding of the enterprise, find people more easily. But headhunters shouldn't just choose companies they know or are famous for. They should broaden their horizons and focus on the overall situation. When it comes to serving new businesses, finding people is often not the most urgent task. Before that, headhunters need to know the business.
當面臨你不了解的企業(yè)，一，你需求了解該公司的注冊資金以及股東布景，股東的布景也是提名人是否優(yōu)先考慮，優(yōu)異的股東就比如給了提名人一顆“定心丸”。
When faced with a business you don't know, at the top of the list, you need to know the company's registered capital and the shareholder's background. The shareholder's background is also a priority for the nominee. Excellent shareholders give the nominee a "reassurance pill".
還需求看公司的樹立年限，新公司有朝氣，但內(nèi)部安穩(wěn)性需求調(diào)查；老公司相對安穩(wěn)，但關于提名人的要求條件相對較多，已構成的企業(yè)文化，是很難改變的，需求提名人適應，在尋訪過程中需求愈加用心。
Needs to see the establishment of the company's years, the new company is vibrant, but the internal stability needs survey; the old company is relatively stable, but the requirements for the nominees are relatively many, has formed a corporate culture, is difficult to change, the need to adapt to the nominees, in the process of visiting the need to be more attentive.
第二，分公司的規(guī)劃直接決議公司的規(guī)劃，人員數(shù)量也需求了解，現(xiàn)在的人數(shù)以及公司未來方案拓寬的人數(shù)，這些都是能夠看出企業(yè)很多秘密的。別的，了解客戶公司一年的獵頭預算費用是協(xié)作的根底。公司產(chǎn)品，這是尋訪提名人的根底，對的人選從產(chǎn)品開端，外加企業(yè)文化高層喜愛等等往往細夠決議成敗。
Second, the planning of the branch directly determines the company's planning, the number of personnel also needs to know, the number of people now and the company's future plans to expand the number of people, these are able to see a lot of Secrets of the enterprise. In addition, understanding the cost of headhunting budget for a year is the basis of collaboration. The company's products, which are the basis for visiting the nominee, the right person to start with the product, plus corporate culture high-level favorites and so on, often determine the success or failure of the details.
第三，公司之前是否與獵頭公司協(xié)作過?是否有獵頭參謀成單?成單職位是什么?以作參閱，能夠斷定這家客戶是否有用，職位是否實在，以及競爭對手狀況。優(yōu)劣勢：每一家公司都是優(yōu)劣勢并存的，前期了解有助于更精準的尋訪提名人。職位：需求了解上級、平級、下級，公司的安排架構很重要，能讓獵頭參謀更精確的定位提名人，也能讓提名人更明晰的了解職位的提升空間。
Thirdly, has the company worked with headhunting companies before? Is there a headhunting staff order? What is a single position? For reference, you can determine whether the client is useful, whether the position is real, and the status of the competitors. Advantages and Disadvantages: Every company has both advantages and disadvantages. Preliminary knowledge helps to more accurately search for nominees. Position: Need to know the superior, the level, the subordinate, the company's arrangement structure is very important, can let the headhunter staff more precise positioning of the nominee, also can let the nominee more clearly understand the position promotion space.

第四，需求了解公司概況。
Fourth, we need to know the general situation of our company.
a.公司概況：范疇，公司性質(zhì)，注冊資本，職工人數(shù)，樹立時刻，開展歷史，在職業(yè)中排名，優(yōu)劣勢，客戶，供貨商，競爭對手，總?cè)藬?shù)，出售額，利潤率，職工口碑，公司姓名，地址，郵編，網(wǎng)站，交通道路，班車道路，安排結(jié)構圖。
A. Company Profile: Professional Category, Company Nature, Registered Capital, Number of Workers, Setting Times, Developing History, Ranking in Career, Advantages and Disadvantages, Customers, Suppliers, Competitors, Total Number, Sales, Profit Rate, Word of Word of Word, Company Name, Address, Postal Code, Website, Traffic Road, Line Lane, Arrange the structure chart.
b.微觀狀況：生產(chǎn)線、產(chǎn)品、公司結(jié)構及總?cè)藬?shù)、主要高管及辦理思路。
B. micro situation: production line, product, company structure and total number, main executives and management ideas.
c.聯(lián)系人：姓名，部分，職位，電話，傳真，郵件，手機（是否介懷通知部分經(jīng)理的聯(lián)系方式）。
C. Contacts: Name, part, position, telephone, fax, mail, mobile phone (if you mind notifying part of the manager's contact information).
d.商業(yè)活動：品種，職業(yè)，在國內(nèi)出售的主要產(chǎn)品是哪些？
D. business activities: variety, occupation, what are the main products sold in China?
e.方案：未來一年的開展。
E. programme: development in the coming year.
f.職工狀況：整個公司英文水平怎么，流動率怎樣？
F. employee status: how is the English proficiency of the company as a whole? What is the turnover rate?
職位薪水與提成點數(shù)也是很根底的問題。提名人：性別、年紀、作業(yè)年限、辦理年限、方針公司(希望從哪家公司來)、軟性本質(zhì)(性格、家庭布景等)。操作參謀：接下來是團隊中是否有適宜的參謀操作此職位，獵頭參謀不是的，揚其所長才干發(fā)生更大的價值。操作方向、提名人儲備都是衡量的規(guī)范，對參謀擔任，也對客戶擔任!
Salary and royalty points are also very fundamental problems. Nominator: gender, age, length of schoolwork, length of service, policy company (from which company you wish to come), soft nature (personality, family background, etc.). Operational Staff: Next is whether there is a suitable staff in the team to operate this position, headhunting staff is not omnipotent, to develop their talents to produce greater value. The direction of operation and the reserve of nominees are the norm of measurement. They are also responsible for the staff.
信息能夠選用兩個途徑查詢：
Information can be querying in two ways:
一，從網(wǎng)上查詢材料；
First, inquire about materials from the Internet.
第二，關于企業(yè)的信息獵頭也能夠到相關部分進行查詢，正規(guī)的企業(yè)在工商部分都有信息存案。
Secondly, information about the enterprise headhunter can also go to the relevant parts of the inquiry, formal enterprises in the business sector have information on the record.