How do headhunters generally collect candidate information? The more detailed the better! Points are not a problem!

Generally, you can find suitable candidates in three ways: 1. There are tons of candidate information on platforms like 51job. 2. CC (cold call) is to directly call a company that may have suitable candidates to ask for the contact information of a person in a specific position. Of course, whether you can get it depends on your ability, and 90% of the time you can't get it. 3. Just ask others to recommend it to you. Of course, this is quite mysterious.

If you already have the contact information of a candidate and have recommended a position, and now want to know the details of this person, you can choose to call his previous company (not his current company). Tell the HR department of that company that you want a background check on someone, tell them which department your candidate is from, and then ask people in the department what they think of that candidate. What do financial headhunters usually talk to candidates about?

How have you been looking at opportunities lately? Are there any new interview opportunities?

Care about the candidate’s career opportunities and let him or her feel that even if you don’t find a job through a financial headhunting consultant, we are still good friends. Which company should I interview with? How was the interviewer? Would you consider this opportunity? Why? Countless amounts of information will tell you which other companies have similar job requirements, and they will be your next BD client.

Which companies are you particularly excited about opportunities with?

There’s nothing better than ending a conversation with a humanistic question. Really calm down and listen to the other person's needs and care about what they want. It’s not about how to form data about the candidate’s needs for the next recommendation, it’s just a matter of caring and listening, and you and the candidate will truly become friends.

Of course, financial-level headhunting consultants have a purpose for chatting with candidates, but this purpose is a win-win situation. Therefore, candidates should regard every communication with a headhunting consultant as a rare opportunity, because headhunting consultants We will listen carefully to your career confusion and planning, and they will provide you with reasonable suggestions appropriately.

What is your usual work process? What is your organizational structure?

Start with the daily work content and share with the candidate his work process, how his subordinates work, who they report to on weekdays, and it is not an exaggeration to accompany him to complain about the boss. In addition to gaining a better understanding of his work content and capabilities, this is an effective way to help both parties build a relationship. More importantly, understanding a company's organizational structure from its work processes is extremely valuable to financial-level headhunting consultants. If the relationship is good, you can further ask for the names and contact information of the people in the organizational structure, which are all potential contacts and candidates.

How is the company developing? Are there any personnel changes recently?

If the topic has been discussed and expanded from the department to the company level, then the meeting has been successful. Who was promoted or left in which department in the company? Workplace gossip is always an enduring topic. Behind such conversations, there are job opportunities one after another.

What is the future development of your department? Are there any job requirements?

Chat from the candidate’s current daily work to the department’s future plans to gain a clearer understanding of the organization’s development path and possible talent needs. Finally, as a side note, is there a current demand? While candidates are well aware of the purpose of this question, why not assist each other? Just a little effort. How does the headhunting industry collect candidate information?

I am not a headhunter, but when dealing with headhunters, it seems that the most effective way is to search by phone, because headhunting positions are all high-end, and online searches are really not very effective. There are also recommendations from experienced people or help from informants, etc.

Recruit like a headhunter (3) How to interview candidates

1. Preparation before interview

Interview location, time confirmation, clothing, business card, notebook, printed candidate resume

Sort out the interview questions (read the candidate’s resume carefully and extract problems, loopholes, doubts, and key points)

Sort out the customer company and job requirements (try to understand the company and the position as comprehensively as possible, and analyze them in a series of (Already described in )

2. Enter the interview and check the candidate’s information and abilities

1. Chat.

2. There is a famous saying in the lawyer and medical circles: If you don’t tell me the truth, I can’t help you. Headhunting consultants should let candidates understand that they should communicate with a "frank and open" attitude, not be serious, and try to create a relaxed and pleasant context.

3. Check the resume information, such as time node, work unit, work performance, personal information, etc.

4. Check whether the rigid standards of ability and quality match the company's job requirements. Methods such as STAR, document basket, assessment, etc. have no fixed standards. If the competency and quality model is used, it will be more accurate.

5. Check soft criteria such as personality to see if they match the company. Such as corporate culture, characteristic system, boss's personality and style, management philosophy, team communication model, etc.

When executives leave, it is either a matter of ability, a relationship issue with the boss or other executives, or there are indeed better opportunities.

Focus on whether the candidate’s personality and handling style are compatible with the business owner or his direct superior.

Method: Look at the style and personality of the candidate’s past boss or direct superior, and compare it with their work performance during their working years.

But this does not mean that if you get along with a certain style of boss, you may not get along with other styles of bosses, and you cannot be rigid. It can only be inferred or used as a reference through evaluation.

3. Introduce corporate customers and position situation

Try to fully introduce the customer situation, including: development history, industry status, business, boss situation, senior management team situation, business philosophy, and future Strategy, investment and financing situation, organizational structure, corporate culture, key systems, etc.

Position situation: level, authority, superiors and subordinates, team situation, reasons for recruitment, current status of the position and problems to be solved, requirements for job candidates, resignation of the predecessor of the position, approximate salary and benefits, equity allocation, Promotion channels, etc.

Remember: the beginning should be brief, and the key points should be summarized at the end. Sort out the most attractive and most impressive features of the candidate from the aspects of the company (advantages) and the position (the G-point for candidates to change jobs). Several.

4. Confirm the candidate’s interest

At this stage, everyone basically knows each other well. Then, confirm the candidate’s level of interest. Average, high, very high?

It generally means that you have not impressed him. Check to see if it is really a matching problem, or you have not found the candidate's G-spot, or the candidate has other concerns, which needs to be verified.

If it is high, very high, you can recommend it to the company with confidence.

5. Confirmation of salary expectations

Some candidates require outrageous salaries, which is a headache for many headhunting consultants.

First of all, you have to judge how much the candidate is worth based on the industry, occupation, region, and median ability.

If you want too much, you should pour cold water on it. This is based on your understanding of the content of the previous sentence.

The purpose of this stage is to confirm the candidate's actual salary expectations and determine how much below this limit will not be considered. The specific standards will be negotiated after the company passes the interview.

6. Confirm the resignation period and do a good job in dynamic management of candidates

Resignation period: generally one month, three months, half a year in the long term. It's best to confirm, if it's the fastest, how long it will take to get started.

Candidate updates: Have you had any contact with other headhunting companies? Are there any job opportunities in other companies? If so, at what stage? How do you feel about it? It is necessary to do a good job in managing the work dynamics of candidates in a timely manner.

How do headhunting consultants protect candidates and how candidates cooperate?

It depends on the relationship between the two. Headhunting consultants largely help candidates choose a more suitable platform. For candidates, It's a very good thing. The key is to find a reliable headhunting consultant and a reliable headhunting company

Do headhunters generally make appointments to meet candidates?

Headhunting means a person who looks for talents. , is to help excellent companies find the talents they need. Another term for this term is senior talent search. "Head" refers to the place where wisdom and talents are concentrated, and "headhunting" can also refer to hunting for talents, that is, the act of discovering, tracking, evaluating, selecting and providing high-level talents. Overseas, this is a very popular talent recruitment method. Hong Kong and Taiwan translate it as "headhunting", and mainland China also calls it headhunting, which means "recruiting high-level talents or tapping high-end talents."

The English word for headhunting is headhunting, which comes from Latin. It originally refers to the American cannibal tribe. During the battle, they cut off the opponent's head and hung it on their waist as a show off. The real name of headhunting was during World War II. after. After some countries in Europe and the United States were victorious, they looked for the scientists they needed from Germany and many other countries. Like hunting in the jungle, they sent professional companies everywhere to help them find better people. This term was later borrowed to mean hunting for talents, and they went to China to hunt for talents. The meaning is called headhunting. Headhunting is very different from general corporate recruitment, talent recommendation and job introduction services. The goal of headhunting is always on people with high education, high positions and high prices. It searches for those who are highly educated and practical. Professional and management talents with rich experience and outstanding performance. In short, headhunters can be understood as senior talent intermediaries, playing the role of "matchmaker" for senior talent and companies. How headhunting consultants communicate with candidates

This depends on your usual communication skills. When communicating with candidates, you do not necessarily have to talk about work matters. It is best to maintain a relationship like a friend with the candidate. It couldn't be better. If it's work communication, then you must recommend the position to him. Generally, the candidates are currently employed. This depends on your understanding of the recommended position. You analyze the recommended position and his current position for him. What are the advantages compared with others and what benefits can it bring to him? We will help the talent conduct a comprehensive analysis from various aspects such as the enterprise development platform, talent career development direction, salary, etc., and give the talent reference opinions from the perspective of a consultant. What information does a headhunter need when interviewing a candidate?

Usually a headhunter will interview the candidate. Basically, the candidate's ability is recognized. Interviewing the candidate is better to learn more about the candidate and verify the information, such as Hardware information, academic qualifications and degree certificates, and soft information are his relevant abilities. What information does a headhunter interview candidate need to obtain?

1. Is the information true?

This information includes the candidate's Educational experience, work experience, etc. Although these will be described in detail on the candidate's resume, headhunters still need to make on-the-spot judgments. A resume can be faked, but an on-site interview can better judge the authenticity of the resume.

Regarding educational experience, it mainly refers to the education status after college. You can ask: Why did you choose this major? What did you learn in this major? Headhunters know these things before interviewing candidates, and can make certain judgments based on these.

Except for some special industries, most companies look more at degrees and schools rather than majors; consultants choose to ask candidates what they have learned in this section (for more junior candidates) , you can see the candidate’s summary ability to a certain extent based on the answers.

The work experience is to get the location, company size, market share, product information, department, achievements and other information of the company where they have worked from the candidate's mouth. If it is personal experience, the candidate can talk about it. of.

2. Reasons for leaving the company

After determining each work experience of the candidate, what the headhunting consultant needs to know most is the reason for the candidate's resignation, and it is the real reason. The reason for being so cautious is that the candidate may have been fired from the company, may have a bad relationship with the line manager, or may be really inappropriate. At this time, the headhunting consultant needs to use various questions to observe the candidate's answers and reactions. To determine whether the reasons stated by the candidate for leaving are true.

3. Determine the candidate’s needs for the position

After understanding and confirming all the candidate’s work experience, the consultant already has a certain understanding of the candidate’s career plan. It can also predict the work that the candidate may want to do next. The next step is to have a certain understanding of the candidate's target position and career development. On top of this understanding, what is more important is guidance.

4. Candidate’s determination to resign

By now, the interview consultant has a certain understanding of the candidate’s past experience and future expectations. What we need to confirm next is, If a consultant recommends a candidate to a client company, and the client company likes the candidate very much and is willing to make an offer, we must ensure that the candidate is not retained by the original company's line manager or even higher up. At this time, we need to communicate with the candidate from different angles to determine and judge the risk that once the candidate is offered, she/he will choose not to accept the offer in the end.

The above is the information that headhunters need to get from candidate interviews. How does a headhunter judge the stability of a candidate?

One is to look at the previous resume

The other is to see what the person says

So, only those who have to interview< /p>