Headhunters must do things in advance to find suitable candidates for positions. In fact, every headhunter should pay attention to improving the order making efficiency. Here are a few processes.
Calm down to understand the work background and industry background, position the company's market positioning from the perspective of industrial chain, and figure out the positioning from the perspective of profit model analysis. I feel I have found it.
Looking for job attractiveness
Through the analysis of the customer company, find the attractive points of the position from the perspective of industry background, development speed, company executives, position space, salary, etc., and make a job description, headhunter email, attractive points. A good headhunter email will get twice the result with half the effort, and it will not need too many words to quickly achieve the goal, so as to organize language and art from the perspective of marketing.
Develop talent search plan
The normal talent recruitment plan includes: talent website, local excellent talent database, Baidu search, contact list, industry contacts, candidates for similar positions in the target company. There is no better way to train repeatedly until it can be easily done. This is the key link to do a good job in headhunting business and must be overcome.
Target key candidates
From the initial selection, the candidates can be divided into "key candidates", "potential candidates for employment" and "leading candidates" according to the understanding of the posts. Priority should be given to key candidates. There is no need to communicate with second-class candidates, and so on.
The style can be different, but self-confidence is of course fundamental. Self confidence: because you have studied his information before communicating with him, combined with the position, you have thought about asking him questions and how to give him this job opportunity, so that you have confidence. Nature is the basis for everyone to relax with each other. The intonation and speed of speaking are reasonable, not urgent but not slow.
The evaluation of a candidate is based on your impression of his resume and your telephone communication with him. Who to recommend to customers, or who to recommend first, is not necessarily excellent, but suitable. There are no fixed rules. However, a strategy should be formed when recommending. This process is a process of information synthesis, which will test your Eq.
After reading your resume, you will usually have an impression of the candidate. Follow your feelings, let the applicant understand and supplement the content according to your requirements, so that the customer will have the same impression as you want after reading the resume, and the resume will also be packaged.
Generally, we are only responsible for the tenure, position, educational background and identity of the applicant, and ensure that their resumes are consistent with the process. There are restrictions. In order to solve this problem, you should make this point in the attachment of the headhunter email, so that you will not have any follow-up trouble when submitting your resume to the client. Background investigation shall not be forged.
Shandong headhunting company believes that you should keep in touch with the successful candidate recommended by you, whether the customer requires it or not, and meet with him at an appropriate time to understand his work status and the company's department. This will help you build a relationship and deeply understand the customer's situation. It is very important.
The headhunter must do the above in advance to find the right candidate for the position. You can use it as a reference. Follow us at www.shandonglietou Com for more information.