Many non industry insiders believe that the job of headhunting is nothing more than to linger in major recruitment websites, Download candidates' resumes, make phone calls to lobby candidates for job hopping, go to business cocktail parties to find candidates and have a coffee with candidates to talk about work. But to enter the headhunting industry, we will understand that headhunting work is not limited to this. She has a unique view on the development of headhunting industry. She understands the knack of being a good headhunter, including how to succeed with candidates. Here is the experience of headhunting industry sorted out by Xiaobian, hoping to help the new entrants.

　　獵頭每天的工作當(dāng)然并不于下簡歷，打電話，和候選人聊工作。獵頭的終點(diǎn)目標(biāo)當(dāng)然不限于說服候選人，成功將其給需要人才的企業(yè)，而是幫助候選人做好職業(yè)規(guī)劃，幫助他們找到合適的發(fā)展平臺，成為候選人的職業(yè)規(guī)劃師。

　　The headhunter's daily job is certainly not limited to resume, phone calls and job talks with candidates. The ultimate goal of headhunters is not limited to persuading candidates and successfully recommending them to enterprises in need of talents, but to help candidates do a good job in career planning, help them find a suitable development platform and become career planners of candidates.

　　一個(gè)的獵頭，只會專注于一兩個(gè)行業(yè)。獵頭在給客戶合適的候選人之前，不僅要對該企業(yè)從事的行業(yè)有深入的了解，還需要對企業(yè)規(guī)模、組織架構(gòu)、發(fā)展前景等相關(guān)情況有深入的了解。

　　A good headhunter can only focus on one or two industries. Before recommending suitable candidates to customers, headhunters should not only have an in-depth understanding of the industry the enterprise is engaged in, but also have a comprehensive and in-depth understanding of the enterprise scale, organizational structure, development prospects and other relevant information.

　　此外，對企業(yè)提供的崗位進(jìn)行分析，包括其崗位優(yōu)勢及后續(xù)的晉升空間等?？偠灾?，候選人是獵頭根據(jù)企業(yè)的人才需求選出來的，因此，在找到這個(gè)候選人之前，獵頭必須對企業(yè)有深入的了解和認(rèn)識，否則，在候選人的選擇上會受限制。

　　In addition, the positions provided by the enterprise are analyzed, including their position advantages and subsequent promotion space. In a word, the candidates are selected by the headhunters according to the talent needs of the enterprise. Therefore, before finding this candidate, the headhunters must have a deep understanding and understanding of the enterprise, otherwise, the selection of candidates will be limited.

　　獵頭的職責(zé)不是說服候選人入職新公司，從而完成獵頭顧問自身的業(yè)績，而是給候選人做職業(yè)規(guī)劃，為其找到適合他發(fā)展的企業(yè)。

　　The job of a headhunter is not to persuade a candidate to enter a new company so as to complete the performance of the headhunter consultant himself, but to make a career plan for the candidate and find an enterprise suitable for his development.

　　根據(jù)人才需求列出候選人的基本情況之后，獵頭顧問要開始動手尋找自己的人才庫，為企業(yè)尋找合適的候選人。獵頭尋找的候選人一般為在職高管。因此，獵頭要掌握相應(yīng)的溝通技巧。

　　After listing the basic information of candidates according to talent needs, headhunting consultants should start to find their own talent pool and find suitable candidates for enterprises. The candidates the headhunters are looking for are generally in-service executives. Therefore, headhunters should master corresponding communication skills.

　　當(dāng)獵頭顧問在給候選人介紹的企業(yè)時(shí)，一定要毫不保留地將企業(yè)的詳細(xì)信息告知候選人，切不可有所隱瞞，以免后期出現(xiàn)不必要的麻煩。

　　When the headhunting consultant introduces the recommended enterprise to the candidate, he must inform the candidate of the detailed information of the enterprise without reservation, and must not conceal it, so as to avoid unnecessary troubles in the later stage.

　　當(dāng)候選人和人才需求方一拍即合時(shí)，為了使得候選人和合作企業(yè)達(dá)到高度匹配，獵頭就要開始著手背調(diào)工作，即對候選人的資歷做一個(gè)背景調(diào)查，核實(shí)候選人的一些工作經(jīng)歷、工作成績等情況。

　　When the candidates and the talent demanders meet at the same time, in order to make the candidates and the cooperative enterprises reach a high degree of match, the headhunters should start to work on the back of hand, that is, to do a background investigation on the qualifications of the candidates, to verify some of the candidates' work experience, work performance and so on.

　　背調(diào)的目的是為了避免影響候選人在辭職交接期間的工作。

　　The purpose of the tone reversal is to avoid affecting the candidates' work during the resignation handover.

　　還有一部分人，在提出離職后，老板會以加薪，升職等誘惑，勸服其不要離開。

　　There are also some people who, after proposing to leave, the boss will persuade them not to leave with the temptation of salary increase and promotion.

　　通常情況下，提出辭職后半年后走人的占6成，超過一年走人的占3成，剩下的1成可能會依舊受到老板的重用。因此，獵頭在給候選人做離職輔導(dǎo)時(shí)，要將留或去問題的利弊給候選人分析好，跟進(jìn)候選人的辭職情況。

　　Usually, 60% of people leave six months after resignation, 30% of people leave more than one year, and the remaining 10% may still be reused by the boss. Therefore, the headhunter should analyze the advantages and disadvantages of staying or going to the candidates and follow up the resignation of the candidates.

　　當(dāng)然，候選人辭職，在的公司入職后，也要繼續(xù)跟進(jìn)候選人的工作情況，保持與候選人必要的聯(lián)系，適時(shí)交流和溝通。

　　Of course, when a candidate resigns, he or she should continue to follow up the work of the candidate after the company recommended him or her, keep in touch with the candidate as necessary, and timely communicate with him or her.

　　本文由濟(jì)南獵頭公司友情奉獻(xiàn).更多有關(guān)的知識請點(diǎn)擊:http://www.szsjdq.com.cn我們將會對您提出的疑問進(jìn)行詳細(xì)的解答，歡迎您登錄網(wǎng)站留言.

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