How do HR and job seekers distinguish between high-level questions and junior headhunters? A simple way is to see if the headhunter has interviewed every candidate he recommends, and has a professional evaluation of the candidate's ability.

高等級(jí)問(wèn)永遠(yuǎn)不會(huì)未經(jīng)面試的簡(jiǎn)歷，而初級(jí)獵頭拿到簡(jiǎn)歷就迫不及待的做報(bào)告。

The high-level interviewer will never recommend a resume without an interview, while the junior headhunter can't wait to make a report when he gets the resume.

高等級(jí)問(wèn)會(huì)與候選人就問(wèn)題進(jìn)行不少于20分鐘的溝通，而初級(jí)獵頭根本不敢與候選人聊。

Senior recruiters will communicate with candidates on questions for no less than 20 minutes, while junior headhunters dare not talk to candidates at all.

在所有打給我的獵頭中，問(wèn)問(wèn)題比較多的，比如：貴公司業(yè)務(wù)發(fā)展的挑戰(zhàn)有哪些？HR團(tuán)隊(duì)如何應(yīng)對(duì)這些挑戰(zhàn)？招聘渠道管理方面您有哪些經(jīng)驗(yàn)？您遇到的困難的招聘案例是怎樣的？您如何面試項(xiàng)目總？等一系列問(wèn)題。

Among all the headhunters who called me, I asked many questions, such as: what are the challenges of your company's business development? How does the HR team respond to these challenges? What experience do you have in recruitment channel management? What are the difficult recruitment cases you have encountered? How do you interview the project manager? And a series of questions.

X問(wèn)我的這些問(wèn)題，也是我在面試外部人選時(shí)經(jīng)常會(huì)問(wèn)的。高等級(jí)問(wèn)的一個(gè)重要特點(diǎn)便是能夠站在HR的視角去多方位考察候選人，提供評(píng)價(jià)而不僅僅是一份簡(jiǎn)歷。

X asked me these questions, which I often ask when interviewing external candidates. An important feature of high-level questions is that they can examine candidates in multiple directions from the perspective of HR and provide evaluation rather than just a resume.

準(zhǔn)確掌控人選的訴求和動(dòng)機(jī)

Accurately control the demands and motives of candidates

絕大部分的人才都屬于被動(dòng)求職者，有著穩(wěn)定的職位和不錯(cuò)的發(fā)展，如何說(shuō)服他們接受面試并順利入職，是獵頭進(jìn)階所一定要邁過(guò)的門檻。

The vast majority of talents belong to passive job seekers, with stable positions and good development. How to persuade them to accept the interview and enter the job smoothly is the threshold that headhunters must cross in order to advance.

高等級(jí)問(wèn)不會(huì)在意候選人當(dāng)前是否想跳槽，而是思考如何吸引對(duì)方接觸機(jī)會(huì)，初級(jí)獵頭則在碰壁之后不加思索的轉(zhuǎn)向下個(gè)目標(biāo)。

High level questions don't care whether the candidate wants to change jobs at present, but think about how to attract each other's contact opportunities. Junior headhunters turn to the next goal without thinking after hitting a wall.

高等級(jí)問(wèn)會(huì)從文化、職責(zé)、團(tuán)隊(duì)、成長(zhǎng)等不同角度影響候選人，而初級(jí)獵頭只有平臺(tái)大、發(fā)展快、薪資高這原始的三板斧。

High level questions will affect candidates from different angles such as culture, responsibility, team and growth, while junior headhunters only have the original three board axe of large platform, rapid development and high salary.

高等級(jí)問(wèn)非常關(guān)注候選人的想法并站在對(duì)方的角度看待職業(yè)機(jī)會(huì)，而初級(jí)獵頭只是簡(jiǎn)單的推銷職位，無(wú)法理解他人的心理活動(dòng)。

The high-level interviewer pays close attention to the candidate's ideas and views career opportunities from the other party's perspective, while the junior headhunter is just a simple job promotion and can't understand other people's psychological activities.

以上就是為大家介紹的有關(guān)濟(jì)南獵頭公司http://www.szsjdq.com.cn的詳細(xì)的介紹,希望對(duì)您有所幫助.如果您有什么疑問(wèn)的話,歡迎聯(lián)系我們.我們將以的態(tài)度,為您提供服務(wù)

The above is about Jinan headhunting company http://www.szsjdq.com.cn I hope it will be helpful to you If you have any questions, please contact us We will provide you with professional service