一家獵頭公司實(shí)力如何，不取決于其歷史長(zhǎng)短，不取決于其財(cái)力如何，更不取決于其是否有名，而取決于其顧問(wèn)水平高低。高水平的獵頭顧問(wèn)是一家獵頭公司成功運(yùn)作的根本保證，也是雇主購(gòu)買獵頭服務(wù)根本的動(dòng)因。一家專門正規(guī)山東獵頭公司，他的顧問(wèn)應(yīng)該具有以下基本素質(zhì)：

The strength of a headhunting company does not depend on its history, financial resources, or reputation, but rather on the level of its consultants. A high-level headhunting consultant is the fundamental guarantee for the successful operation of a headhunting company, and it is also the fundamental motivation for employers to purchase headhunting services. A professional and legitimate Shandong headhunting company, whose consultants should have the following basic qualities:

1.的人格品性：這是做任何職業(yè)必備的基本素質(zhì)，做獵頭尤其如此。優(yōu)良的人品是服務(wù)的基礎(chǔ)前提。雖然大家對(duì)“人品”的理解見仁見智，但“誠(chéng)實(shí)、守信、敬業(yè)、負(fù)責(zé)”應(yīng)該是衡量人品的基本標(biāo)準(zhǔn)。

1. Excellent personality traits: This is a fundamental quality essential for any profession, especially in headhunting. Excellent character is the fundamental prerequisite for excellent service. Although everyone has different understandings of "character", "honesty, trustworthiness, dedication, and responsibility" should be the basic standards for measuring character.

2.資深的行業(yè)背景：對(duì)其從事的行業(yè)具有較深刻的理解，有很好的自學(xué)習(xí)能力，緊跟時(shí)代變化，掌握行業(yè)信息，這樣才能真正理解客戶需求，和客戶需要的人才具有共同語(yǔ)言，才能為客戶有效的甄選人才。

2. Senior industry background: With a deep understanding of the industry they are engaged in, good self-learning ability, keeping up with changes in the times, and mastering industry information, only in this way can they truly understand customer needs, have a common language with the talents they need, and effectively select talents for customers.

3.豐富的社會(huì)閱歷：獵頭顧問(wèn)只有具備豐富的社會(huì)閱歷，才能正確地洞察人性和理解人生，才能感同身受，站到候選人角度切實(shí)的為候選人規(guī)劃他的職業(yè)，對(duì)其職業(yè)發(fā)展提出建設(shè)性意見。候選人和企業(yè)雙向選擇，應(yīng)滿足企業(yè)需求、候選人職業(yè)發(fā)展、企業(yè)能提供的環(huán)境，候選人人格和品性等等復(fù)雜的各項(xiàng)訴求。資深獵頭顧問(wèn)不僅擅長(zhǎng)尋訪人才，還要擅長(zhǎng)洞察和鑒別人才的潛在價(jià)值，甄別人才能力關(guān)鍵要素，正確引導(dǎo)企業(yè)和候選人各項(xiàng)需求匹配，達(dá)到人選和客戶需求的統(tǒng)一。

3. Rich social experience: Only with rich social experience can headhunters have a correct understanding of human nature and life, empathize with others, and plan their career from the perspective of candidates, providing constructive suggestions for their career development. The two-way choice between candidates and enterprises should meet the complex demands of the enterprise, such as the needs of the enterprise, the candidate's career development, the environment that the enterprise can provide, the candidate's personality and character, and so on. Senior headhunting consultants are not only good at searching for talents, but also at insighting and identifying the potential value of talents, identifying key elements of talent capabilities, correctly guiding the matching of various needs of enterprises and candidates, and achieving the unity of candidate and customer needs.

4.嫻熟的溝通藝術(shù)：獵頭顧問(wèn)要善于發(fā)現(xiàn)和傳遞信息，要善于說(shuō)服客戶和人才達(dá)到統(tǒng)一的認(rèn)識(shí)從而實(shí)現(xiàn)很好的合作，這需要獵頭顧問(wèn)具有較高的談判技巧和溝通藝術(shù)。

4. Skilled communication skills: Headhunting consultants should be good at discovering and conveying information, convincing clients and talents to reach a unified understanding and achieve good cooperation. This requires headhunting consultants to have high negotiation skills and communication skills.

5.深厚的文化底蘊(yùn)：獵頭顧問(wèn)要擅長(zhǎng)把收集、發(fā)現(xiàn)和積累的信息進(jìn)行整合、提煉，從中提出有價(jià)值的觀點(diǎn)，這就是咨詢報(bào)告。一份有價(jià)值的報(bào)告，不僅觀點(diǎn)新穎、視角獨(dú)特，字字珠璣，同時(shí)也要條理清晰，邏輯嚴(yán)謹(jǐn)，給人以思辯之美，這就需要獵頭顧問(wèn)具有較深的文化底蘊(yùn)。

5. Deep cultural heritage: Headhunting consultants should be adept at integrating and refining the collected, discovered, and accumulated information, and proposing valuable viewpoints from it, which is called consulting reports. A valuable report not only has novel viewpoints, unique perspectives, and excellent words, but also needs to be clear and logical, giving people the beauty of debate. This requires headhunting consultants to have a deep cultural background.

注意，評(píng)估一家獵頭公司，不能單純看規(guī)模、成立年限和是否“知名”，這樣容易犯主觀化和表面化的錯(cuò)誤，除卻以上所講解內(nèi)容外，還有其他維度的評(píng)估，來(lái)咨詢我們http://www.szsjdq.com.cn吧！

Note that when evaluating a headhunting company, one cannot simply look at its size, years of establishment, or whether it is "well-known". This can easily lead to subjective and superficial errors. In addition to the content explained above, there are other dimensions of evaluation that come to consult us http://www.szsjdq.com.cn Come on!