Senior headhunters, please come in and help me analyze a problem

。。I'm not going to report me, are you...

You said that the match is very high, why are you not confident? Are you sure the match is high? I don't think so.

The offer was made by you, do you understand the background and requirements of this person that the client's company needs? You give too little information, private companies are generally people-oriented, and the candidate's background is not very important, but the local position is not easy to do. The softness is very high, and if this is the first person you push, the basic probability is very small.

You put it in the back and push it, and push someone to test the water first. Except for R&D positions.

But personally, I don't think it's very likely. But I would recommend and wouldn't put it in the first place. Personally, I don't want to do a local position, they always ask 8 me for a layer of skin, no matter how suitable people are, they can find faults, and they have to see enough n people.

I've made sure that they're going to find fault with state-owned enterprises and relocation, so you can find a few more.

Talk to the candidate more about what he wants, why he is considering the opportunity, whether the idea is mature or not, whether the client can meet his expectations, don't wait for everything to be negotiated, and then you will be very passive; According to the needs of customers, they should be guided by necessity, and what should be said and what should not be said can not be said; Generally speaking, the headhunting pressure is so great, the company should assess the number of recommendations, I will push, you don't push there is always someone to push, you can push 1-2 more people when pushing, form a contrast, highlight the advantages;

A good headhunting firm must have the following advantages!

First, the speed is fast.

Fast speed refers to the fast response speed of the headhunting company, the fast recommendation speed, and the fast onboarding speed.

Second, the direction is accurate.

Accurate direction refers to the accuracy of demand analysis, talent determination, and matching of personnel and posts.

3. Technical specialization.

Technical specialization refers to the subdivision of the industry, communication and negotiation, talent assessment and service process professionalism.

Only by meeting the above points can you meet the purpose of looking for headhunters!

Nanfang Xinhua is the first in China to create a 24-hour speed headhunting, involving 12 core industries;

It has 1000+ professional headhunting consultants and senior consultants, 5000+ elite talent pool, and has successfully served more than 40,000 enterprises;

Service centers have been set up in Beijing, Shenzhen, Shanghai, Guangzhou, Hangzhou, Tianjin, Chengdu, Chongqing, Guangxi and other places, and its business covers the whole country and some overseas regions and countries such as Malaysia, Singapore, the United States, and South Korea.

The founding team with strong management brother Hongli consulting genes has helped more than 40,000 well-known domestic and foreign enterprises successfully recruit tens of thousands of high-end core talents by using the Internet, AI intelligence and digital talent system.

Zhixian strives to become a "leader in the field of senior headhunting services" and help enterprises quickly improve the competitiveness of core talents.

How to select the right headhunter for the development of the enterprise?

Here are 2 tips for you:

1.Platform endorsement capabilities.

An excellent headhunting company, its platform endorsement ability must be relatively excellent. Are there many enterprises of the same type that we work with? Is it an angel round or a unicorn company?

Is there a wonderful case? For example, Nanfang Xinhua has cooperated with many well-known enterprises, because of its strong cooperation ability, it can certify the comprehensive strength of this headhunting company from the side.

2..industry and service standards.

For example, if the company is an industry leader in the automobile manufacturing industry, then we need to see when choosing a headhunting company, whether the headhunting company is good at the automobile manufacturing industry, if his development focus is on FMCG, then it is possible that the services he provides are not so professional. Professional services will produce professional results, just like Nanfang Xinhua, what our company needs is a professional and reliable headhunting company, not just a headhunting consultant can be perfunctory.

1.Determine the intention of headhunting (what kind of company can recommend to you?) What are the recommended positions and post JDs? ）

2.Show your strengths Pay attention to the tone can not be too modest and not too strong (mainly to ask him, why recommend this position to you, let the headhunter tell which point is suitable for you) The headhunting consultants of the better headhunting companies I met will reasonably tell the reasons why a position is suitable for candidates, and do a good job of scientific analysis of the position, just like the southern Xinhua headhunting company, the quality is excellent, how fast and good the province is.

3.Pay attention to the headhunter's reply to you (it is best to record everything related to salary and treatment, so that you can compare it in the future) and merge.

4.Consult him for industry information (an advantageous headhunter must have a basic grasp of the industry as a whole, but it is basically impossible for you to wait for him to give you career planning if you don't know anything about the industry).

1. Consider the hunter field that the headhunter company is good at, and select it according to the business field where your company is located;

2. According to the difficulty of the candidates you need, you can choose a headhunting company with reasonable headhunting strength and cost;

3. Pay attention to the payment method, at least to ensure that the candidates hunted are found to be in the company after the company is stable, or after they join the company, how to solve problems such as state files and get a clear payment model in the event of a mismatch between their strength and resume experience, and returns;

4. Do a good job of corresponding word-of-mouth and background checks.

There are several reasons to choose a headhunter. I remember that I first chose the headhunting industry because of the person I communicate with, the personal charm of my current boss and the professionalism, self-confidence and height she exudes; Second, as a headhunter, I can continue to serve the financial industry I love, continue to be the human resources I like, and do it more professionally, systematically and challengingly; Third, I was attracted by the corporate culture, and the phrase "achieve others and grow yourself" has deeply attracted me.

I have been working in executive search for 10 months now, and I have fallen in love with the industry, and my friends around me have clearly felt the change in me, which comes from the confidence, certainty and strategic planning that I exude. In the future, it will be my mission to become an excellent talent expert in the financial services industry. Encourage your peers!