Do you have any people who work in a headhunting company, and can you tell me more about your work 1

The previous ones have already been said in more detail. Cutting-edge Jichuang headhunter.

It's not easy to do. According to the feeling of being a headhunter for 3 years, I think that the most difficult thing about being a headhunter should be that you may not see the return in the short term, which is very tempering your mentality.

The reason why headhunters can't do performance:

Procrastination, basically procrastination is a way of escaping that you don't want to face, it's like I know I have to pay back someone, but I still don't pay it back until the last day, because I don't want to face the fact that the money has to be taken out of my own pocket.

Pointless visits, every candidate's visit has to be planned, to prepare for success, not to close the door as long as there is a visit there will be opportunities, such visits will only increase the chances of setbacks.

In this state, your frustration will often come from your own mispreparation, not from the candidate.

If you don't know what to ask or ask, you will often come into contact with some headhunters who are not prepared for professional knowledge in advance, not only do they not have the ability to adapt to problems, but they also do not have the expertise of the most basic side problems.

This industry knowledge and market knowledge is the bridge that creates a sense of trust between the candidate and you, and this trust is the best way to be productive.

Physiological fatigue, no energetic headhunters will not have a good start every day, because vitality and enthusiasm are super lubricants in the process of a pleasant interview, so whether a person has good living habits will also directly affect a person's work efficiency. <>

Here's how:

Take the initiative to contact the headhunter, you can introduce yourself directly and make an appointment for an interview, or send your job search and a simple resume introduction to the public mailbox of the headhunting company, or you can make a simple appointment through other communication tools, and then proceed to the next step. If you encounter a call from a so-called headhunting company, don't be in a hurry to refuse, chat a few words, and then judge the truth or falsehood, in case you miss a good opportunity.

When negotiating with the headhunting company, you should honestly inform the other party of your name, age, education, work experience, expertise, etc., so as to avoid being "returned" because a certain "hardware" is not up to standard after the application intention is reached, which will affect the reputation of yourself and the headhunting company. Of course, under the premise of integrity, you must introduce more of what you are good at, personality highlights, work performance, etc.

When communicating with headhunters, you should position yourself well, for example, if you feel that you are suitable to be a deputy general manager or director with your own ability, try to avoid the position of chairman or general manager, because the result of self-indulgence will not only lead to failure, but also affect confidence; I have been doing sales positions for many years, and I have to ask for the position of financial director for headhunters, which is also not suitable.

Ask headhunters for more information about the company and position provided by headhunters, such as the company's qualifications, market share in the field, welfare benefits for employees, job requirements, and matters that should be paid attention to during interviews. In terms of the definition of salary, you should have a reserve price, and then combine the opinions of headhunters to formulate a specific amount of salary, which is generally between 20% and 30% on the basis of the original salary.

After entering the workplace through headhunting, you should often communicate with headhunters about the work situation in the company, and if you encounter problems, ask headhunters (headhunters also need you to work steadily before you can get headhunting fees), and they will try their best to help; And to deal with the headhunters around you, it is best to establish a long-term relationship, if you change jobs in the future or need talent recommendations, you can also use the help of headhunters.

If you are an intermediate or senior talent, it is recommended not to submit your resume through the talent network, but to find a job through a headhunting company. Otherwise, you will be put into the "resume bin" of HR managers or specialists, along with those fresh graduates and junior talents. Then months go unnoticed, and in most cases the opportunity passes by.

Suffering talents, but also suffering colleagues in the personnel department, the role of the wrong company in the past few years as an employment bridge has become more and more obvious, however, the headhunting company is mainly to solve the enterprise to achieve their career goals. Shenzhen wheat field headhunter tells you that it is actually very simple:

1. Junior talents play the tactics of group throwing resumes, registering resumes on many talent networks and investing fiercely. This trick can also be applied to middle and senior talents. If you are only looking for one or two headhunting companies, it will not be so coincidental that there will be a suitable position for you soon, time is precious, in order to increase the resume that can attract headhunter consultants, pay attention to the layout of keywords, so that they can quickly find you in their own talent system or computer when needed.

Next, all you have to do is your resume. Then it is a matter of waiting for good news, waiting for the headhunter to come to consult.

Shenzhen Maitian Headhunting Company.

2. Do a good job of updating your resume, once you have valuable experience and new work ability, update your resume in a timely manner, and similarly, by sending emails to 100 headhunting companies.

3. Browse the latest headhunting positions of headhunting companies, if you want to improve accuracy, please carefully compare the job requirements or job responsibilities, analyze your ability and level, and send emails or communicate directly with the headhunting consultant in charge of this position in a timely manner.

4. Of course, you can also visit a number of headhunters and listen to their suggestions for your job search. However, even so, because the visit requires more time and travel costs, the effect is similar to that of emailing. When communicating with a consultant from a headhunting company, you can be afraid of a sense of mistake or inexplicable nervousness.

In addition, with the participation of a headhunter, you have a mediator of contradictions or uncertainties in the process of job search, and the benefits are self-evident.

Headhunting is to help excellent companies find the talents they need, and this word is also called senior talent search. "Head" refers to the concentration of wisdom and talent, and "headhunting" can also refer to the hunting of talents, that is, the act of discovering, tracking, evaluating, selecting and providing high-level talents.

Headhunter, which means a person who is looking for talents, is a person who helps a good company find the talent in demand, and this word is called senior talent search in other terms. "Headhunting" can also refer to the hunting of talents, that is, the practice of discovering, finding, evaluating, selecting and selecting senior talents. In foreign countries, this is a very popular talent recruitment method, Hong Kong and Taiwan translate it as "headhunting", and the mainland also calls it headhunting, which means "recruiting high-level talents or excavating high-end talents".

Headhunting is very different from the general company recruitment, talent introduction and job introduction effectiveness, headhunters chase the policy has been staring at the highly educated, high position, the first trinity of people, it is looking for those highly educated, internship experience, outstanding performance of professionals and management talents. In short, headhunters can be understood as senior talent intermediaries, serving as the "matchmaker" of senior talents and companies.

Headhunting is not a work intermediary, nor is it to deal with incurable diseases, but to help corporate customers find industry masters to obtain commissions, become a bridge between talents and the company, so that the company can improve its power and create more profits because of finding suitable talents, and at the same time, it also allows talents to find suitable companies and improve their own value. In such an environment, enterprises, talents, and headhunting companies benefit from each other, which is the essence of headhunting.

"Headhunting" is already a popular form of recruitment abroad, and the earliest headhunting company was established in the United States after World War II, which is the main business of foreign talent agencies. The main business of headhunters is to be entrusted by enterprises to search for middle and senior management or technical talents. In foreign countries, in addition to the common name of headhunting, headhunting also has a very professional name called executive search Senior executive recruitment, which has a similar status to law firms and accounting firms, and is a respected industry.

When companies need to recruit middle and senior talents, "headhunters" are often their first choice. "Poaching" talent is their main way. Because the real senior talents are not worried about having no work to do, they will not look for jobs everywhere, and such talents need to be tapped by headhunting consultants.

According to the general operating procedures of the current headhunting company, the enterprise is their first customer (but the talent is also their "talent"), that is, the first customer to put forward the recruitment requirements, they will follow the map and find the corresponding person through various channels. "Hunting" is actually a "war" that gives full play to the wisdom and communication skills of headhunters, and requires a certain amount of patience to consider the problem from the perspective of "prey" (at least professional headhunting companies should be like this).

In the past, headhunting companies were generally called "talent consulting companies or information service companies", "information service companies"."It also reflects their purpose of serving enterprises and talents, and can also reflect their service spirit. With the development of this trip and the recognition of society, now the headhunting company can be justifiably called "headhunting". Every executive search consultant in a "headhunter" company needs to follow a "case" from beginning to end, and they have to run between the recruiting company and the talent.

After negotiating with the headhunter about the required position, that is, the detailed requirements for talents, and "placing the order", the headhunter will act. The search for headhunters is generally large enterprises, especially foreign companies.

Additional information can be found at:

Headhunting is to poach people, some senior technical talents will not be recruited through normal channels, if you want to recruit them, you can only entrust headhunting companies.

There are also restrictions on the target of headhunting companies, not everyone needs to entrust headhunters to recruit, generally speaking, some middle and senior talents will need headhunting companies to intermediate.

In the language of the workplace, the responsibility of a headhunter is to hide and participate in active competition, hunting for those talents that the client needs.

First of all, we must know what a headhunting company does, a headhunting company is to serve the enterprise, to do recruitment for the enterprise, and to charge a service fee for the main functional employees of the for-profit headhunting company

1. Consultant, what to do is to develop customers (find a company that needs headhunting services to sign a contract), start recruiting for customers, interviews, recommend to customers if suitable, track customer interview results, negotiate salary, and finally select people to take up posts, and the consulting company will issue invoices and collect payments.

The analysis of the headhunting profession and headhunting technology is divided into 16 standardized behaviors, so that new headhunting partners can quickly grasp the essence of headhunting technology, and quickly grow from a blank sheet of paper to a high-yield headhunting consultant, which is a major innovation in China's headhunting industry!

The essence of the 16 standardized behaviors covers target customer visits, communication and cooperative development, the submission of the "Project Consultant Plan" to the enterprise for confirmation, the professional evaluation of candidates, technical analysis and background investigation, etc., layer by layer.

Help developing enterprises find the talents they need at each stage of development, and help growing professional managers find a platform suitable for their growth!

Summary. First, you need to know a few headhunters, even if you have no plans to change jobs, remember to know a few headhunters, so that you can be prepared when you want to change jobs. Second, the interests of headhunters are basically the same as yours, so it is better to be honest, in addition to individual headhunters, most headhunters still hope that they not only do performance, but also do a good job of their own reputation and brand, therefore, headhunters hope to help candidates find the most suitable place for his development, and their work can help candidates, but sometimes some candidates are unwilling to communicate openly with headhunters for some reasons, which will lead to wrong information communication. In the end, it will deprive candidates of some good opportunities, such as:

Individuals' real willingness to change jobs, work experience fraud, etc., will have an impact on the candidate's application for the position, if you can communicate with the headhunter in advance, you can avoid these problems. Third, let the headhunter discover you, the headhunter is not an FBI, not so powerful. Even the FBI needs clues to find you!

To put it simply, we search for talents through some methods such as Internet search, acquaintance recommendation, cold call, etc. Among them, the Internet is a very important channel, and we are using it more and more. So spend a few cents.

How to get a better job with a headhunter?

First, you need to know a few headhunters, even if you have no plans to change jobs, remember to know a few headhunters, so that you can be prepared when you want to change jobs. Second, the interests of headhunters are basically the same as yours, so it is better to be honest, in addition to individual headhunters, most headhunters still hope that they not only do performance, but also do a good job of their own reputation and brand, therefore, headhunters hope to help candidates find the most suitable place for his development, and their work can help candidates, but sometimes some candidates are unwilling to communicate openly with headhunters for some reasons, which will lead to wrong information communication. In the end, it will make the candidate lose some good opportunities, such as: personal real willingness to change jobs, work experience fraud, etc., which will have an impact on the candidate's application for the position, if you can communicate with the headhunter in advance, you can avoid these problems.

Third, let the headhunter discover you, the headhunter is not an FBI, not so powerful. Even the FBI needs clues to find you! To put it simply, we search for talents through some methods such as Internet search, acquaintance recommendation, cold call, etc.

Among them, the Internet is a very important channel, and we are using it more and more. So spend a few cents.

Hello. How can I get a job?

I recently resigned.

You can go to Zhaopin.

Find it in**. Yes.

Is this a regular platform?

That's right. Normal.