1. Does the company operate normally? Is it systematic and process oriented?

那大家该问了，有没有进去怎么能看出来呢。看面试前给你发的信息：具象吗？还是假大空的？面试官：HR是代表企业形象的，好的公司HR综合素质能力不会差。业务经理这个在后面说。

Then it's time for everyone to ask. How can you see if you go in. Look at the information sent to you before the interview: concrete? Or fake big empty? Interviewer: HR represents the corporate image. A good company's HR comprehensive quality and ability will not be poor. The business manager said later.

2.客户：不管什么行业客户是业绩的来源。有没有大KA客户支撑，客户合作了多久？业绩产出如何？有没有同质化客户？特别今年经济形势下滑，很多中小客户都倒闭了，猎头费都付不出来，大客户是源源不断的需求。

2. Customers: no matter what industry, customers are the source of performance. Is there any big KA customer support and how long has the customer cooperated? What are the performance outputs? Are there homogeneous customers? Especially this year's economic downturn, many small and medium-sized customers have closed down, and the headhunting fee can't be paid. There is a steady stream of demand from large customers.

3.培训体系：能问这个问题就还是新人或者半个新人咯。是更需要学习充电，快速成长的。不要听老大一对一带你，在哪个行业都是这样，只能就问题而问题，不能系统化的带你成长。问问题一定要具体：你们的培训频次？培训课程有哪些？分为哪些模块的培训？问的细一些。

3. Training system: if you can ask this question, you are still a newcomer or half a newcomer. It is the one who needs to learn to recharge and grow rapidly. Don't listen to the boss's one-on-one relationship with you. It's the same in any industry. You can only solve problems on the basis of problems and can't systematically take you to grow. Ask specific questions: how often do you train? What are the training courses? What are the training modules? Ask more carefully.

4.你的老大：这个很重要要跟对人。比老板还重要（毕竟还是个小兵大的战略的和你也没关系）。在猎头行业做多久了？业绩如何？带的团队业绩怎么样？ta能给你带来什么？（说到业绩就敏感了，别听的问平均，自己check真实度）

4. Your boss: it's very important to talk to the right people. It's more important than the boss (after all, it's still a small soldier, and the big strategy has nothing to do with you). How long have you been in the headhunting industry? How is the performance? How is your team doing? What can ta bring you? (it's sensitive when it comes to performance. Don't listen to the highest average, check your authenticity)

5.提成政策：还不懂的时间更简单，直接问HR 做10w ，30w，50w，100w分别拿多少。20% 30% 45%这些提点说给你了也算不明白，门门道道多了。说到这里你还要明白，这家公司能支持你做到多少业绩额。看业绩，平均业绩。

5. Commission policy: the simplest time you don't understand is to ask HR directly how much you get for 10W, 30W, 50W and 100W. 20%, 30%, 45% these suggestions are not clear to you. There are many doors. At this point, you should also understand how much performance this company can support you to achieve. Look at the highest performance, average performance.

6.说在：怎么选择也要看你的悟性，每家公司业绩都有业绩高的，也有没出单的。前面这些只能帮助你避开雷区。

6. In the end: how to choose depends on your understanding. Each company has high performance and no single. The above can only help you avoid minefields.

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The above wonderful content comes from Shandong headhunting company. For more wonderful content, please click to enter our website: http://www.shandonglietou.com , we will have more content for you later