Excellent talents are often highly educated, experienced and skilled in the workplace. We headhunting consultants can also recommend jobs for excellent talents, but those excellent talents often do not lack jobs. So when digging people, don't feel superior, let alone condescending. So how to dig people?
1、 Reflect value.
How many excellent customers, familiar HR or boss, similar talents you have served, industry development, industry data, industry future trend, and even some good industry stories, etc. Speak out to reflect your professional, with a professional to get trust. Just imagine an excellent talent with a good salary in the state-owned enterprise safely spent 10 years. You said: "come to our company to work, the annual salary is 10W more than before you", he can only ha ha. You will find that he will not be moved because you have not given him enough trust.
2、 Transposition thinking.
Different age groups of talents have different key needs. People with different personalities have different concerns. There are changes in both horizontal and vertical directions. It's really difficult to grasp the key points of candidates' needs, which is also an important judgment to judge whether a headhunter is an expert.
3、 Communication skills.
有的顾问很聪敏，洞察人心，对人才的剖析十分到位。迫不及待的在与人才沟通时展现的淋漓 尽致，但是后面却是杳无音信，人才不为所动。有的人需要慢慢交往、有的人期望被你感动、有的人喜欢听到好听的、有的人喜欢直接了当..... 每个人都是矛盾体，每个个体都是不一样的。沟通是门大的学问，多了解一点、总结一点收获就多一点。
Some consultants are very intelligent, insightful and have a thorough analysis of talents. I can't wait to communicate with talents incisively and vividly, but there is no news behind, and the talents are not moved. Some people need to communicate slowly, some people expect to be moved by you, some people like to hear nice things, some people like to be straightforward... Everyone is a contradiction, and each individual is different. Communication is a big learning. If you know more, summarize more, you will gain more.
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