1. Speak clearly, concisely and directly, but be polite and respectful to the candidates. Do things in a planned, planned, feedback and follow-up manner, constantly have information exchange, and answer your questions, even if you don't know the answers, you also know how to find them. Not emotional, not mixed with their own personal preferences. Objective notarization. Emotional intelligence online, listening, can also help candidates resolve mood swings. There is also the ability to learn and master basic professional knowledge quickly. It has clear logic, can grasp the essential core issues through complex phenomena, and can interpret and express clearly.
2. What are the selling points of the position? Is it to look for candidates based on their basic situation? Is it job promotion, industry leader, close to home, high salary, team leader, market development prospect, option stock, power / charisma / relationship / influence of the boss? What can you get for you (as a candidate)? And is this what you value or want?
3. The ability to influence the HR or business boss of the client mainly lies in: can you get the feedback from the other party on your qualification background, interview results, etc. in a timely manner? If there is no feedback in a few days, maybe even Mao doesn't know about it, let alone the ability to influence it? What's more, can I help you and your clients to get interview time and opportunities?
4. Basic information about the position a: company background, scale, business situation, market situation, competitors, etc. B: The position of this position in the organizational structure, the relationship between the superior and the subordinate, management authority, internal and external contact and coordination partners. C: Job content, key indicators to assess success, basic competency requirements.
5. Whether to give you professional advice on career development resume modification, application, interview skills, and even dressing, communication, temperament performance, etc. Especially for some challenges, how to respond? For example, reasons for leaving the company, interests in the position, career development path, etc.
It's very important for headhunters to be reliable. We need to judge these aspects carefully!