如何判斷候選人對崗位的滿意度？

　　How to determine the candidate's satisfaction with the recommended position？

　　獵頭與候選人的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。

　　The first contact between a headhunter and a candidate usually begins with a phone conversation, and determining whether the candidate is interested in the recommended position can also be determined through phone communication.

　　1、候選人的配合程度

　　1. Candidate's level of cooperation

　　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, and headhunters are eager to recommend positions, but if candidates are not interested, it is useless. If the candidate is very cooperative with the headhunter's questions during the call and is willing to schedule another appointment even if there is no time at the moment, 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 contrary, candidates who are impatient with headhunting phone calls and speak with anger are likely to have no chance. At this point, what headhunters need to do is hang up the phone and silently greet in their hearts.

　　2、是否愿意接電話

　　2. Are you willing 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徹底。

　　There is a type of person whose phone number exists and can be called, but no one answers. Headhunters may also encounter this situation during the process of contacting candidates, and if they encounter such a situation, they are largely sentenced to death. Of course, if you are not satisfied with headhunting, you can hit it a few more times, which can make your heart die more thoroughly.

　　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。

　　There is also a situation where the first time the headhunter receives a call or chat, but when the headhunter calls again, no one answers or cannot enter. This situation means that the headhunter has been blacklisted, and there is also no hope.

　　3、對候選人能力的判斷

　　3. Judging the candidate's abilities

　　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。

　　During the process of contacting candidates, headhunters should inquire about their work experience and project experience, which is actually a judgment of the candidate's abilities. Most candidates are willing to talk about their past experiences during the conversation with the headhunter, as it is a project that the candidate has personally completed, and sharing with the headhunter will give them a sense of achievement.

　　當(dāng)然了，獵頭也要聽候選人講幾個失敗的案例，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(dá)能力是否言簡意賅。型；Ⅱ型為6～10%，屬半開級配型；空隙率10%以上者稱為瀝青碎石，屬開級配型；混合料的物理力學(xué)指標(biāo)有穩(wěn)定度、流值和孔隙率等。

　　Of course, it's best for headhunters to listen to candidates tell a few failed cases to assess their weaknesses and deficiencies. By describing the candidate's work experience and project experience, headhunters can determine whether the candidate's logic is clear, language organization, and expression ability is concise and concise. Type; Type II is 6-10%, belonging to the semi open graded type; Those with a porosity of more than 10% are called asphalt crushed stones and belong to the open graded type; The physical and mechanical indicators of the mixture include stability, flow value, and porosity.

　　本文由山東獵頭公司提供技術(shù)支持，更多的詳細(xì)精彩內(nèi)容請點擊我們的網(wǎng)站http://www.szsjdq.com.cn我們將會全心全意為您提供滿意的服務(wù)。

　　This article is provided by Shandong Headhunting Company with technical support. For more detailed and exciting content, please click on our website http://www.szsjdq.com.cn We will wholeheartedly provide you with satisfactory service.