Many people think that headhunting companies must have high requirements for talents, at least education is the key. In fact, not all of them are. According to headhunters' understanding, generally headhunting companies will determine the target candidates according to their job requirements. In addition to this, there are three aspects that all positions must have, such as the following three points:

１、工作能力

1. Working ability

说到猎头公司挖人才时都关心人才的哪些问题？？根据猎头工作经验分析，其中一点就是人才的工作能力。猎头顾问在向企业候选人时，企业会要求了解候选人在上一家公司的表现，猎头顾问就会用背景调查的方式获得这些信息。

When it comes to headhunting companies, what problems do they care about when they are looking for talents?? According to the analysis of headhunting work experience, one of them is the working ability of talents. When a headhunting consultant recommends a candidate to an enterprise, the enterprise will ask to know the performance of the candidate in the previous company, and the headhunting consultant will obtain this information by means of background investigation.

比如猎头顾问会打电话给你的同事了解你的为人处世怎么样；或打电话给你的领导了解你的工作表现如何，对你是否满意等。甚有些猎头顾问会去看候选人曾经发表过的言论，以及媒体对候选人的报道来了解对方。

For example, the headhunter will call your colleagues to know how you behave; Or call your leader to know how your work performance is and whether you are satisfied. Some headhunters even go to see what the candidates have said and what the media reports on the candidates to get to know each other.
               

２、求职态度

2. Job hunting attitude

据猎头所熟知的事例，有些猎头公司的猎头顾问在寻猎候选人的时候，为分析侯选人的个人求职态度，会通过各种渠道和方法去了解候选人离职的真实原因。因为候选人离职的原因往往能透露出其本人的求职态度，如果候选人是因为职业发展受到限制而跳槽，那就可以看出候选人对自己的职业规划有清晰的目标。

According to the well-known examples of headhunters, some headhunting consultants of headhunting companies will find out the real reasons for a candidate's resignation through various channels and methods in order to analyze the candidate's personal attitude towards job hunting. Because the reason of a candidate's leaving can often reveal his own attitude towards job hunting. If a candidate changes his job because his career development is limited, it can be seen that the candidate has a clear goal for his career planning.

在大部分时候，猎头顾问了解候选人的事情，都是为了提高人选与职位的匹配度，若候选人某方面不符合标准，就存在被企业淘汰的可能。所以猎头公司在挖人才的时候，比较关心候选人的求职者意向，企业有什么吸引人选地方等等。

Most of the time, headhunting consultants know about candidates in order to improve the matching degree between candidates and positions. If the candidates do not meet the standards in some aspect, they may be eliminated by enterprises. Therefore, when headhunting companies are looking for talents, they are more concerned about the candidates' intentions, what the enterprises have to attract candidates, and so on.

３、职业忠诚度

3. Professional loyalty

忠诚度不论在哪行哪业都一直被强调是职业精神，所以猎头公司在挖人才的时候，也是很关心候选人职业忠诚度方面的问题的。据猎头所知，一般一年跳槽一次以上的人都不会被猎头考虑，因为对于猎头来说，频繁跳槽的候选人工作稳定性差，会给猎头公司的带来潜在风险。

Loyalty has always been emphasized as professionalism in any industry. Therefore, when headhunting companies are looking for talents, they are also very concerned about candidates' professional loyalty. As far as headhunters know, generally, people who change jobs more than once a year will not be considered by headhunters, because for headhunters, the job stability of candidates who change jobs frequently is poor, which will bring potential risks to the recommendation of headhunters.

另外，猎头公司与企业合作，的候选人有保证期。假如候选人在３－６个月内离职，猎头公司就需要继续给客户候选人。而重 点是候选人如果在保证期内离职，会对猎头公司造成很不好的影响，因此猎头公司在挖人才的时候会格外关心这个三个问题。

In addition, headhunting companies cooperate with enterprises, and the recommended candidates have a guarantee period. If the candidate leaves within 3-6 months, the headhunting company needs to continue to recommend the candidate to the client. The key point is that if the candidate leaves the company within the guarantee period, it will have a bad impact on the headhunting company. Therefore, the headhunting company will pay special attention to these three issues when it is recruiting talents.