It is not easy for headhunters to find candidates, and it is also very difficult to arrange interviews after finding candidates. It is easy to have various problems, which are summarized as follows.

　　一、双方的空余时间很难对上特别是有的时候候选人还没有离职，企业方又特别忙，所以经常导致双方的时间经常对不上，需要不断协调双方的时间，一直问一直协调，两边都有点不耐烦了，没想到这么简单的事情把我搞得焦头烂额的。有一次企业方的总经理想要亲自面试一个候选人，但是总经理本人又经常出差，有次准备安排候选人去公司面试，但是总经理要去国外半个月，回来时，候选人已经去了其他公司上班。后来，领导告诉我一个方法，还挺管用的，只要在报告中，写上几个候选人可供选择的面试时间点让甲方挑选，或者让甲方提供几个可供选择的面试时间点让候选人选择就好了。

　　1、 It is difficult to match the spare time of both sides, especially when the candidates have not left and the enterprise side is very busy, so the time of both sides often fails to keep up. It is necessary to coordinate the time of both sides and keep asking and coordinating all the time. Finally, both sides are a little impatient. I didn't expect that such a simple matter would make me worried. Once, the general manager of the enterprise wanted to interview a candidate in person, but the general manager himself often went on a business trip. Once he was going to arrange for the candidate to go to the company for interview, but the general manager had to go abroad for half a month. When he finally came back, the candidate had already gone to work in other companies. Later, the leader told me a method, which is quite effective. Just write down the interview time points for Party A to select in the recommendation report, or ask Party A to provide several optional interview time points for candidates to choose.
               

　　二、候选人答应面试又临时反悔做猎头久了就会发现这种情况很常见，可能是候选人家人不同意跳槽，也可能是候选人了解到了其他信息改变了主意，还有可能是一些客观原因：比如时间问题。其实出现这种问题多半是猎头顾问之前和候选人的信任感未完全建立。让候选人产生了质疑或动摇。如果顾问完全取得了候选人的信任，他会主动和你沟通他的疑惑而不是直接放鸽子。

　　2、 It is common for candidates to promise an interview and temporarily repent to be a headhunter for a long time. It may be that the candidates' family members do not agree to change jobs, or the candidates have learned other information and changed their minds. There may also be some objective reasons, such as time problems. In fact, most of the problems are that the trust between the headhunter and the candidates has not been fully established. It makes the candidates question or waver. If the consultant is fully trusted by the candidate, he will take the initiative to communicate his doubts with you instead of just standing up.

　　出现这种情况要尽量找出问题的症结所在，并尽可能的问题，帮候选人解答他的疑惑，如果是因为客观原因也可以另约时间。当然更好的方式还是牢固与候选人的关系，以避免这种事情的发生。

　　In this case, we should try our best to find out the crux of the problem, solve the problem as much as possible, and help the candidate answer his doubts. If it is due to objective reasons, we can also make another appointment. Of course, the best way to avoid this is to have a strong relationship with the candidate.

　　三、面试没成功，却因为路费问题产生了纠纷这个问题是出现在一个外地客户身上的，当时也没遇到过这样的问题，因此也没有注意到这个细节问题。当时甲方面试完之后觉得候选人不是很合适，过了几天候选人叫我去甲方报销他的路费，一共两千多。而客户那边认为是应该候选人自己承担路费的。当时因为这个问题纠缠了好久，搞的我两边得罪人。

　　3、 The interview did not succeed, but there was a dispute because of the travel expenses. This problem appeared in a foreign customer. At that time, there was no such problem, so I didn't notice the details. At that time, after the interview, party a felt that the candidate was not very suitable. After a few days, the candidate asked me to go to Party A to claim his travel expenses, which was more than 2000. The customer thinks that the candidate should bear the travel expenses himself. At that time, because of this problem for a long time, both sides of me offended people.

　　吃一堑长一智，从那以后在遇到外地面试的时候我一定会先问清楚到底谁来承担路费，以免再出现类似情况。

　　From then on, when I come across an interview in another place, I will definitely ask who will bear the travel expenses first, so as to avoid similar situations.

　　关于猎头安排面试，在面试前，要给候选人做好面试辅导，尽量避免出现不必要的问题。猎头一定要从中做好协调，不管是双方的时间，还是面试容易出现的问题，还是面试后的后续发展，要尽量做好把控。

　　As for the interview arranged by headhunters, before the interview, they should give the candidates interview guidance and try to avoid unnecessary problems. Headhunters must do a good job in coordination, whether it is the time of both parties, or the problems that are easy to appear in the interview, or the follow-up development after the interview, they should try their best to control it.