不少猎头会有这样一个困惑，我的人才技能完全可以满足公司的要求，薪酬也在合理的范围内，感觉各方面和公司岗位要求都挺匹配的，为什么企业还是拒绝了候选人呢？原因很直接：部门领导不喜欢。

Many headhunters have this confusion: the professional skills of the talent I recommend can fully meet the company's requirements, and the salary is also within a reasonable range. I feel that all aspects match the company's job requirements, so why did the company still reject the candidate? The reason is very direct: the department leader doesn't like it.

这个回答看似很随意，但是仔细一想又可以理解。领导不同，带出的团队风格也不同。同一个部门的员工会有很多相似的地方，属于一个团队的默契，这对于新成员的加入十分重要。因此，企业招聘绝不仅仅是招聘条件与人才应聘条件的匹配，有时候人为的因素影响更大。

This answer may seem casual, but upon closer consideration, it can be understood. Different leaders lead to different team styles. Employees in the same department will have many similarities and belong to the same team, which is very important for new members to join. Therefore, enterprise recruitment is not just a match between recruitment conditions and talent application conditions, sometimes human factors have a greater impact.

那么作为猎头在筛选候选人要怎么做呢？下面山东猎头公司为您分析一番：

So what should a headhunter do when screening candidates? Below, Shandong Headhunting Company will analyze for you:

我们要提醒的是这个时候猎头不仅要明确企业招聘的硬性条件，还需要挖掘招聘部门的用人喜好，也可以说是招聘部门领导的用人喜好。说起来容易做起来难，猎头应怎样获取用人部门领导的喜好呢？这虽然并不是一件容易的事。

We should remind that at this time, headhunters not only need to clarify the hard conditions for enterprise recruitment, but also need to explore the hiring preferences of the recruitment department, which can be said to be the hiring preferences of the recruitment department leaders. It's easier said than done, how should headhunters obtain the preferences of department leaders? Although this is not an easy task.

但你可以通过企业HR打听了解，通过与部门领导的直接沟通探索捕捉，甚可以直接发问：您的团队是个什么样风格的团队？您更喜欢用什么样的人？这可以帮助我更快地找到你想要的人。猎头毕竟是在为企业候选人，这么做了企业客户只会支持，他们不会觉得突兀，只会觉得这是理所当然的。

But you can inquire and understand through enterprise HR, explore and capture through direct communication with department leaders, and even ask directly: What style of team is your team? What kind of person do you prefer to use? This can help me find the person you want faster. After all, headhunters are recommending candidates for companies. In doing so, corporate clients will only support them, they will not feel abrupt, but will only take it for granted.

那么除了部门领导的用人偏好外，在需求确认时，猎头还要考虑哪些因素呢？

So besides the hiring preferences of department leaders, what factors should headhunters consider when confirming requirements?

1.了解岗位所在团队的状况：是成熟团队还是新组建团队，或者是成长团队，因为不同的团队类型对候选人要求也是不同的；

1. Understand the situation of the team where the position is located: whether it is a mature team, a newly formed team, or a growth team, as different team types also have different requirements for candidates;

2.价值定位即这个岗位在团队中价值，是按部就班的“人在”、是培养型的“人材”，是发挥能力的“人才”、是创造高附加值的“人财”，还是具有关键作用的“人物”？不同的定位对同样的技能要求深度也是不同的。

2. Value positioning refers to the value of this position in the team. Is it a systematic "person in", a nurturing "talent", a "talent" that leverages professional abilities, a "person and wealth" that creates high added value, or a "person" that plays a key role? Different positioning requires different levels of depth for the same skill.

这进一步证明了猎头候选人不是只要单纯的看硬性条件，还要把握一些细节性的需求。就像文中提到的团队领导用人喜好及团队的状况等等，这些都是猎头在候选人过程中需要考虑的。往往有些容易被人忽略，看似无关紧要的问题，影响了后的决定。更多相关事项就来我们网站http://www.shandonglietou.com咨询！

This further proves that headhunters recommend candidates not only based on hard conditions, but also need to grasp some specific requirements. As mentioned in the article, team leaders' preferences and team conditions are all factors that headhunters need to consider when recommending candidates. Often, some seemingly insignificant issues that are easily overlooked by others can affect subsequent decisions. For more related matters, come to our website http://www.shandonglietou.com consulting service