獵頭與候選人的初次接觸通常是由電話溝通開始的，判斷候選人是否對職位感興趣也可以通過電話溝通判斷出來。那么如何知道候選人對崗位的滿意度呢？濟南獵頭公司人員為您解答。

The first contact between headhunters and candidates is usually started by telephone communication. It can also be judged whether candidates are interested in the recommended positions through telephone communication. So how do you know the candidates' satisfaction with the recommended positions? Jinan headhunting company personnel will answer for you.

1、候選人的配合程度

1. Cooperation degree of candidates

工作是相互的，獵頭熱心的想把職位出去，可候選人不感興趣那也是白搭。在通話過程中如果候選人對獵頭的提問非常配合，即便當(dāng)下沒有時間也愿意約下次，這類情況百分之八十的幾率候選人對獵頭職位是有興趣的。

Recommendation work is mutual. Headhunters enthusiastically want to recommend positions, but candidates are not interested in it, which is useless. During the call, if the candidate is very cooperative with the headhunter's questions and is willing to make an appointment for the next time even if there is no time at present, there is an 80% chance that the candidate is interested in the position recommended by the headhunter.

反之，候選人對獵頭的電話很不耐煩，說話帶有火氣，這類候選人八成是沒戲了。這個時候獵頭要做的就是掛掉電話，然后在心里默默問候就可以了。

On the other hand, candidates are very impatient with the headhunter's phone calls and speak with anger. Such candidates are likely to be out of luck. At this time, what the headhunter should do is hang up the phone, and then silently greet him in his heart.

2、是否愿意接電話

2. Would you like to answer the phone

有這樣一類人電話號碼是存在的，也能打得通，可就是沒人接。獵頭在與候選人聯(lián)系的過程中也會遇到這種情況，如果遇到這種情很大程度上獵頭是被判死刑了。當(dāng)然，如果不甘心獵頭可以多打幾次，這樣可以讓心死的更快。

There are such people whose telephone numbers exist and can be reached, but no one answers. Headhunters will also encounter this situation in the process of contacting candidates. If they encounter this situation, they will be sentenced to death to a large extent. Of course, if you are not willing to be headhunter, you can play more times, which can make your heart die faster.

還有一種情況是次接到獵頭電話還有的聊，可是獵頭再打過去的時候就沒人接了或者打不進去。這種情況意味著獵頭被標(biāo)上黑名單了，同樣是沒有希望。

In another case, the first time I received a headhunter's phone call, there was still a chat, but when the headhunter called again, no one answered or couldn't get in. This situation means that headhunters have been blacklisted, which is also hopeless.

3、對候選人能力的判斷

3. Judgment on candidate's ability

獵頭在與候選人聯(lián)系的過程中要問候選人的工作經(jīng)歷以及項目經(jīng)驗，這其實是對候選人能力的一個判斷。多數(shù)候選人在與獵頭談話過程中是愿意談過去經(jīng)驗的，畢竟是候選人親手完成的項目，對獵頭分享會有成就感。

Headhunters should greet the candidate's work experience and project experience when contacting the candidate, which is actually a judgment on the candidate's ability. Most candidates are willing to talk about their past experience in the process of talking with headhunters. After all, it is a project completed by the candidates themselves, and they will have a sense of achievement in headhunting sharing.

當(dāng)然了，獵頭好也要聽候選人將幾個失敗的案例，以判斷候選人的短板、缺陷。通過對候選人工作經(jīng)驗以及項目經(jīng)歷的描述獵頭可以判斷出候選人邏輯是否清晰、語言組織、表達能力是否言簡意賅。

Of course, a good headhunter should also listen to the candidates' failure cases to judge the candidates' shortcomings. Through the description of the candidate's work experience and project experience, the headhunter can judge whether the candidate's logic is clear, language organization and expression ability are concise and comprehensive.

如何知道候選人對崗位的滿意度？我們從三個方面來講解的問題，希望能夠給您幫助，更多問題就來我們網(wǎng)站http://www.szsjdq.com.cn進行了解吧。

How to know the candidate's satisfaction with the recommended position? We will explain the problems from three aspects, and hope to help you. For more questions, please come to our website http://www.szsjdq.com.cn Let's get to know.