Don't look down on online search when hiring, it is also an ability to use the resume database of online channels to the extreme.
Myth 1: Only picking keywords from JD provided by the hiring department
Before looking for someone, it is necessary to conduct a needs analysis, including why the position is created, what problems the person needs to solve, and where the person who can do it may be. With a target company and a three-dimensional talent portrait, search has a soul.
After all, not all candidates will write resumes or follow the employer's understanding and intentions of the position. Doing a good job in demand analysis can help us fully develop associations, even breaking the norm in keyword setting, and ultimately finding someone who is competent for the position.
Myth 2: The setting of conditions is too broad, selecting from hundreds of people first, and each search is not exhaustive
Search with ingenuity and never do manual work. This is especially true for headhunting. The headhunting industry is a typical 'fast fish eat slow fish', and whoever can find people accurately and quickly is considered whoever, after all, the enterprise only needs one person.
The conditions for online search should be set from narrow to wide, with as much accuracy as possible in the early stage. There are really no suitable options for expanding the scope among dozens of people, and every search should be exhausted. After communicating with each person on the next page, the accumulated resumes should be activated or excluded, and then the search criteria should be changed without leaving any regrets.
Myth 3: Overfocusing on the current activity and expected salary constraints of candidates
Using a recruitment website has two core functions. Firstly, using data to accurately find people and find people who are capable of meeting job requirements, rather than finding people who actively change jobs; Secondly, hire and find people who know the target candidate in the target company, and have them introduce you.
As for whether the talent has been active recently, their current title, and expected salary, it is not important. People's thoughts can be influenced. Persuading others to change their minds is already the job of headhunting/HR.