1、了解客戶公司薪水詳細(xì)情況

1. Understand the detailed salary situation of the client company

獵頭顧問(wèn)在職位開(kāi)始的時(shí)候，要盡量多了解到招聘企業(yè)的薪資詳細(xì)情況；包括企業(yè)的薪酬體系，薪資結(jié)構(gòu)，激勵(lì)機(jī)制，福利政策等等。一定要跟HR詳細(xì)溝通職位的薪資的具體構(gòu)成以及內(nèi)部層級(jí)的分布；了解到招聘職位是在哪個(gè)層級(jí)，大概的薪資范圍是多少。

At the beginning of the job, headhunting consultants should try to understand as much as possible the detailed salary situation of the recruiting company; This includes the company's salary system, salary structure, incentive mechanisms, welfare policies, and so on. Be sure to communicate in detail with HR about the specific composition of job salaries and the distribution of internal levels; Understand which level the recruitment position is at and what is the approximate salary range.

這樣一是便于我們按照招聘企業(yè)能給到的范圍來(lái)搜尋目標(biāo)人選，二是便于獵頭顧問(wèn)后期有足夠多的有利信息去說(shuō)服候選人；如果招聘企業(yè)的底薪不高，那么獵頭顧問(wèn)就可以以激勵(lì)機(jī)制，福利政策等去吸引候選人。

This is twofold: firstly, it is convenient for us to search for target candidates within the scope that the recruiting company can provide; secondly, it is convenient for headhunting consultants to have enough favorable information to persuade candidates in the later stage; If the base salary of the recruiting company is not high, then headhunting consultants can use incentive mechanisms, welfare policies, etc. to attract candidates.

2、了解候選人目前的薪水構(gòu)成情況

2. Understand the candidate's current salary composition

在跟目標(biāo)候選人溝通的時(shí)候，要盡量詳細(xì)的去了解候選人目前的薪資構(gòu)成情況；包括底薪，獎(jiǎng)金（月度獎(jiǎng)，季度獎(jiǎng)，年終獎(jiǎng)），補(bǔ)貼，福利政策等。

When communicating with the target candidate, it is important to have a detailed understanding of their current salary structure; Including base salary, bonuses (monthly, quarterly, year-end), subsidies, welfare policies, etc.

有些候選人底薪比較低的，要盡量了解他每個(gè)月不同的獎(jiǎng)金情況以及他近一年的總收入情況。而且需要提醒候選人要拿的出證據(jù)來(lái)證明他的薪資情況，以免他報(bào)給獵頭顧問(wèn)的數(shù)據(jù)有很大的水分。

Some candidates with lower base salaries should try to understand their monthly bonus situation and their total income in the past year. And it is necessary to remind candidates to provide evidence to prove their salary situation, in order to avoid significant discrepancies in the data they report to the headhunting consultant.

3、了解候選人對(duì)薪水的態(tài)度

3. Understand the candidate's attitude towards salary

然后在獵頭顧問(wèn)做報(bào)告的時(shí)候，把候選人的目前薪資和希望薪資都要盡量詳細(xì)的寫(xiě)進(jìn)去；有些候選人說(shuō)薪資可以面議，那么他說(shuō)的面議是指什么呢？

Then, when the headhunting consultant makes a recommendation report, they should include as much detail as possible about the candidate's current salary and expected salary; Some candidates say that salaries can be negotiated face-to-face, so what does he mean by face-to-face negotiation?

是說(shuō)如果機(jī)會(huì)好，低于目前的也可以接受，還是說(shuō)低于多少不考慮呢，這個(gè)一定要跟他確認(rèn)好；有些即使不寫(xiě)進(jìn)簡(jiǎn)歷，少獵頭顧問(wèn)心里要有底。候選人是看重錢(qián)還是看重其他，通過(guò)詳細(xì)的溝通準(zhǔn)確掌握。能被獵頭看上的都是中以上的人才，那些候選人其實(shí)對(duì)薪資的要求反倒不是很刻意，他們追求的更多是職業(yè)上的發(fā)展。

Does it mean that if the opportunity is good, it can still be accepted if it is lower than the current level, or is it not considered how much lower it is? This must be confirmed with him; Even if some are not included in the resume, at least headhunting consultants need to have confidence in their hearts. Do candidates value money or other things? Accurately grasp through detailed communication. The candidates who can be targeted by headhunters are all mid to senior level talents, and those candidates actually do not have very deliberate salary requirements. They pursue more career development.

4、了解候選人對(duì)工資的期望

4. Understand the candidate's expectations for salary

同時(shí)，要了解候選人對(duì)于工資的期望值，在簡(jiǎn)歷之前了解到候選人的期望值是非常必要的；而且還要適當(dāng)?shù)囊龑?dǎo)，如果候選人的期望完全是不合理的期望，比如有些一來(lái)就要雙倍的，我們一定要當(dāng)場(chǎng)打壓?；蛘呓o予必要的提醒，告訴候選人這個(gè)期望完全是不合理的，一般跳一次槽的薪資漲幅在20%~30%之間是比較合理的；并且告訴他如果實(shí)在要堅(jiān)持這個(gè)無(wú)理的要求，可能客戶根本就不會(huì)給他面試的機(jī)會(huì)；如果他有意向，也會(huì)慎重考慮薪資的期望問(wèn)題。

At the same time, it is necessary to understand the candidate's salary expectations before recommending a resume; Moreover, appropriate guidance is also necessary. If the expectations of candidates are completely unreasonable, such as those that will be doubled upon arrival, we must suppress them on the spot. Or provide necessary reminders to inform candidates that this expectation is completely unreasonable. Generally, a salary increase of 20% to 30% for a job change is reasonable; And tell him that if he really insists on this unreasonable request, the client may not even give him the opportunity to interview; If he is interested, he will also carefully consider the issue of salary expectations.

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