What kind of headhunters do you love? What does a professional headhunter look like in your mind? Wh

It must be a professional and highly executed headhunting consultant. Generally speaking, the positions recruited by headhunting channels are high-end or scarce positions, with fewer talents and greater difficulty, which puts forward extremely high requirements for the ability of headhunting consultants in terms of professionalism and execution. Engaging in headhunting in the workplace lies in the process of dealing with corporate customers, simply put, when the company gives you a position, you don't need to elaborate too much, you can roughly know what it does, what department it may be in, and powerful headhunters can even immediately search out one or two samples for your reference, because sometimes HR itself may not be able to know very clearly what kind of talent they are looking for, which is professional.

I like headhunters who are more responsible and charismatic, because it will give you better protection.

The most important thing is the professionalism, technology and experience of the headhunter itself. Therefore, a senior headhunting consultant actually has a very rich experience in life, society and the workplace, and he must at least develop a mature and competent headhunting consultant.

More than seven or eight years, plus more than ten years of experience in the industry, so that on average, this headhunting consultant is a "senior" in the workplace who is about 45 years old or above! So I still like to have more experience.

When I recruit headhunters, I like to recruit people with a high degree of matching, and we don't just pay attention to speed. If an HR has been in an industry for a long time, then he may be more familiar with the talents in the industry than a headhunter who has just entered the industry. Therefore, many times the candidates you have worked hard to find are rejected before the interview, and there may be some imbalance in your heart, but the reason why HR cooperates with you is to find the perfect match for the company, so I hope that the headhunting consultant will have an in-depth understanding before recommending the candidate, and the efficient and professional headhunting consultant can complete the perfect cooperation with the enterprise in the shortest time.

I like headhunters with strength and confidence, headhunters need to show their strength in order to gain the trust of HR and give them to you to recruit. ‍‍

Time cost is the standard of a good headhunter, which means that headhunters should find people quickly and accurately, helping HR save the cost (time and energy) of recruitment. Unlike corporate bosses, HR wants to find the right person as soon as possible compared to the recruitment fee. Therefore, to be able to find people quickly, and to be in line with the enterprise, the headhunter should not only help him find people quickly, but also save him trouble.

HR will expect that now that a headhunter has been hired for recruitment, it should be faster and easier to complete the matter. If the headhunter is not professional enough and needs HR to do everything himself, then there is no point in inviting the headhunter to find someone.

I love headhunters who are more responsible, because I think they are more reliable.

Headhunters should do a good job of confidentiality for customers, insist on completely keeping the information of cooperative customers confidential, and recommend the most suitable candidates for customers quickly, accurately and accurately. In the process of operation, efficient and responsible work style.

It can be said that after such a long period of tempering, refinement, learning and practical experience, it should be said that I have a deep understanding of the theory and practice of headhunting. It is a pity that there are still many people engaged in HR human resources work today, who do not understand headhunting, and cannot understand the importance and hard work of headhunting to HR. Some HR people think that headhunters are just human intermediaries, just to help find people, so they often have neglect or disrespect for headhunters.

I would say you need to know a little bit more.

High efficiency, a short period of time headhunters can fully understand the right direction and clear, necessary conditions for finding this vacancy, which is directly related to the efficiency and effectiveness of headhunters looking for talents, the headhunter's work efficiency is high, who will not like it.

Carefulness is a must, the perfect combination of headhunters and job seekers, and strict selection of suitable talents for the enterprise. At the same time, we will use professional subdivision solutions and solutions for different styles of enterprises and industries.

In a short period of time, the headhunter can fully understand the right direction and clear requirements to find the job. This is the efficiency and efficiency of the direct search for headhunters. This headhunting is very efficient. Who doesn't love it?

Professional headhunters should have a wide range of contacts, which can recruit excellent talents for the company in a timely manner, and can also allow talents to get better treatment. These headhunters have very high negotiation skills and are able to convince people on both sides to establish a relationship. One of the most important is the network mentioned above, if there is no network, there is no way for headhunters to work.

If your talent is particularly excellent, and the annual salary reaches more than 5 million, you may become the target of headhunters and poach you into other companies. You should not get too excited, and you should think carefully about it to avoid falling into the trap. Sometimes a company wants to fire an employee, but it doesn't want to dismiss it, after all, the dismissal of the employee is subject to compensation, and a large amount of money may be paid.

Most likely, work with some despicable headhunter to suck Sakura into the employee's own resignation and then leave the employee without a job. This kind of headhunting is very bad and unprofessional, and will only make some money without conscience, which is not excellent at all, and can only be the lowest person in the industry.

A good headhunter can satisfy both the company and the workers, make the company feel that their money is worth it, and make the workers feel that their talents are valued and can get a better salary. In daily life, headhunters also need to collect information, and also be good at digging out the shining points of this person, so that he is willing to listen to the head's words. For example, some people may be very bored in real life and feel that there is not much meaning in work, so headhunters will persuade these people.

Ordinary employees can only see HR in the chain cover, but they can't see headhunters, because headhunters only serve some high-end companies and high-end talents. If you want to change jobs, you can also contact the headhunter and let the headhunter pay attention to whether there is a good position, and then you can apply.

In my opinion, professional headhunters have a lot of excellent qualitiesIt is an institution to discover outstanding talents, and then send outstanding talents into all walks of life, improve the human resources of the enterprise, and it is also a way to recruit.

1. High-quality talents

For headhunters and general companies, the general company requirements are not very high, as long as the person is careful and has certain work experience, even if the diploma is not high, he will be hired. Because they value the later training, and the loyalty of employees. For headhunters, they pay more attention to talents with high education, high positions, excellent performance and rich work experience, and send these talents to the enterprise to become the pillar of other enterprises, which is equivalent to pulling the red line for employers and outstanding employees.

Second, the ability to look at people

For senior headhunters, they can tell at a glance whether a person is telling the truth or a lie, because many years of dealing with strangers have exercised the ability to see people, so we must seek truth from facts when dealing with them, do not have any concealment, otherwise we will be very transparent in front of others.

3. Abundant resources

Professional headhunters have abundant resources in their hands, and if we are fortunate enough to meet a guide like Fanxin, maybe our life will be different. Because each company will have its own operating model, especially larger enterprises, compared with small-scale companies, there is no hail at all, so the resources of headhunters around must be grasped.

Headhunters are commensurate with good and bad, just like "digging the foot of the wall" and "pulling the red line".The more capable people are, the more they can tap excellent talents, so that they themselves can also eat rebates. Because there is an increasing shortage of excellent talents in society, as long as there is a way, the average company is still willing to spend some money to buy resources, and then the candidate and the company consider each other to see if they can reach a consensus.

The professional headhunters in my mind are very powerful, and I can see through what other people's hearts are thinking about in the morning; Because I think this is in line with the appearance of professional headhunters, and I can find the right person.

It is some very capable people before the collapse, and the network of Yu Shou headhunters should be very wide, so that you can understand some talents from all walks of life, and you can better recruit for some companies.

Professional headhunters should have the ability to explain the job requirements and benefits, such as the rank structure and salary process are the key points, so that excellent talents can be satisfied and willing to develop in the new company. Headhunters should also provide valuable advice, such as providing some coaching during the interview, to make the job search experience better. Headhunters are not the same as calling for qualifications, human resources will recruit talents for the company, and some unsuitable people will be screened out, and headhunters will recommend talents to the company, so that more people can find suitable jobs.

Many people will just submit their resumes when they come to look for a job, which will make them very annoying, always waiting for news, and not finding a suitable job. At this time, you can let the headhunter recommend you a position that suits your ability and previous work experience, and then go to their advice for an interview, and the success rate will be relatively high. Headhunters are the bridge between the company and the job seeker, which allows the company to recruit talents who are very suitable for the position, and also allows the job seeker to find a satisfactory job without running around in the market.

Therefore, professional headhunters should have very good information channels, to know which company is short of people, and what kind of people to recruit, so as to recommend the corresponding talents, but also to make themselves smarter.

When communicating with talents, the attitude of headhunters must be better, otherwise it will make the other party particularly uncomfortable, and they may go to other places to find a job, and will not go to the company recommended by headhunters. Now the development of Ziqi company is actually relatively fast, and many positions need to absorb some emerging talents, which is the difficulty and focus of headhunters. As long as headhunters provide professional employees for these large companies, they will make the large companies have special trust in them.

In fact, Maxima and Bole both have them, but the two are not matched, so there will be a situation where you can't find someone or can't find a job.

Headhunters should be honest with the book search, and what conditions the company prescribes should be reported to employees, and don't deceive people casually.

The headhunting in my mind is to be able to discover the advantages of each workplace person, and to be able to find excellent workplace employees who are suitable for the company. Because the real headhunters are experienced, they are looking for people with management ability and technology, who can bring them to their own companies to work.

Dressed very formally and speaking professionally, they are generally looking for excellent talents for very large companies and have a wide range of contacts.

The professional hunter in my mind should look very wise, and Li Tang also has a strong balance judgment, so as to help him find better talents.

1.Professional headhunters will pay attention to the accuracy of information disclosure.

Treat clients and candidates equally. Fully communicate the queries of both parties, neither oversale the candidate nor the client company. There is a point of evidence to say a point, know how much to say, do not use unverified information to attract candidates, do not praise customers excessively, do not blindly magnify the advantages of the position, and avoid talking about the challenges and risks faced by the position, never over-package candidates, do not change resumes for candidates, and ensure that the information of both parties is true and accurate.

2.Responsible attitude and execution.

Having a strong motivation and an open mind forms the foundation of the profession, but translating this foundation into excellent results requires a responsible attitude and execution. A person who says that no matter how strong his motivation is, he is far inferior to a person who does not actually do things. Especially considering that every recommendation, every interview, every offer, and every return for the job of headhunting are innumerable, and they are negotiated one by one.

The so-called paper is shallow, and I never know that this matter must be done, and the action speaks for itself.

3.Ability to quickly build trust with candidates.

Spend 80% of your time with 20% of people and don't push people for the sake of recommendations. What kind of output is real and effective, depends on the direct height of the two people and the platform to have a warm and in-depth communication, that is, to treat people sincerely. The candidates are basically at the level of professional managers, people are not stupid, if the purpose is too strong to contact others, it is a manifestation of destroying the relationship; With the mentality of making friends and learning, there is an unexpected joy.

4.A sense of purpose at work.

The goal of a professional headhunter is not only to achieve KPIs or performance indicators, but also to complete the entire recruitment process excellently and help clients recruit high-quality candidates. When you have a strong sense of purpose in your work, you will do your best and be enthusiastic about whatever you do. Even in the face of all kinds of difficulties and setbacks encountered in the process, we have an indomitable spirit to overcome them.