With the development of headhunting industry, the group of headhunting staff is becoming stronger, and headhunting companies need to be improved. Financial technology headhunters think that to improve headhunting companies, they need to stabilize their own development, need headhunting talents, and constantly cultivate new headhunters. How can a headhunting company acquire headhunters? How to cultivate new headhunters?

　　獵頭公司怎樣獲取獵頭人才？

　　How can headhunters acquire headhunters?

　　1、加快認同企業(yè)文化

　　1. Accelerate the recognition of corporate culture

　　獵頭公司怎么取得獵頭人才？怎樣培育獵頭新人呢？小編以為，當新人剛剛踏入公司難免會對感到生疏，難以快速的融入團隊氛圍。這將會對獵頭新人接手新的工作造成必定影響，若是獵頭新人不認同企業(yè)文化也很難在企業(yè)長期開展下去。

　　How can a headhunting company obtain headhunters? How to cultivate new headhunters? Xiaobian thinks that when new employees just enter the company, they will inevitably feel strange and difficult to quickly integrate into the team atmosphere. This will have a certain impact on the new recruiters to take over the new work. If the new recruiters do not agree with the corporate culture, it is difficult to carry out in the enterprise for a long time.

　　所以，建議獵頭公司迎來獵頭新人的件工作就是向他介紹公司的組織架構(gòu)，并快速融入團體。且獵頭公司也能夠組織相應(yīng)的訓練，獵頭新人經(jīng)過一系列的訓練會更快的了解并了解企業(yè)文化，以快速取得獵頭人才。

　　Therefore, it is suggested that the first job for headhunters to welcome new recruits is to introduce the organizational structure of the company to them and quickly integrate into the group. And the headhunting company can also organize corresponding training. After a series of training, new headhunters will understand and understand the corporate culture faster, so as to obtain headhunting talents quickly.
    

　　2、擬定工作規(guī)劃

　　2. Work plan

　　獵頭公司怎么取得獵頭人才？怎樣培育獵頭新人呢？在獵頭看來，剛參加公司的獵頭新人穩(wěn)定性較差，大部分原因是缺少方向感，對未來沒有很明確的規(guī)劃。沒有確定的工作方針往往會導致獵頭新人蒼茫，不能集中自己的力氣朝一個方向跨進。這樣一來，很難在職場上有較大的打破。

　　How can a headhunting company obtain headhunters? How to cultivate new headhunters? In the eyes of headhunters, the stability of new headhunters who have just joined the company is poor, most of which is due to the lack of sense of direction and lack of clear planning for the future. There is no definite working policy, which often leads to the confusion of new recruits and can't concentrate their efforts to move in one direction. In this way, it's hard to break in the workplace.

　　所以，在職場資歷深沉的資深獵頭應(yīng)該依據(jù)獵頭新人的性格特點、擅長技能以及單薄方面對新人進行剖析，幫忙新人擬定工作規(guī)劃。當獵頭新人有了方針之后就會削減蒼茫愈加具有朝著工作方針行進的動力，這樣能夠幫助獵頭公司培育獵頭人才。

　　Therefore, senior headhunters with deep professional qualifications should analyze the new recruits according to their personality characteristics, skills and thinness to help them make work plans. When new headhunters have a policy, they will reduce the boundless and increasingly have the motivation to move towards the work policy, which can help headhunters cultivate headhunters.

　　3、為新人供給訓練機會

　　3. Provide training opportunities for new people

　　據(jù)小編了解，在許多獵頭公司大多資深獵頭都不樂意把機會給獵頭新人，由于他們憂慮新人會把工作搞砸?？墒撬麄兺ǔ雎砸稽c就是假如不給機會給新人，那他們就會很難成長。且一味地灌注理論知識，不讓新人參加實踐的話，他們也只能在原地踏步。

　　According to Xiaobian, most senior headhunters in many headhunting companies are reluctant to give opportunities to new headhunters, because they are worried that new recruits will screw up their work. But they usually ignore that if they don't give opportunities to new people, it will be very difficult for them to grow. And blindly infuse theoretical knowledge, do not let new people participate in practice, they can only step in place.

　　因而，為培育更多的獵頭人才，獵頭公司應(yīng)該多給獵頭新人實踐的機會，更多的給與新人鼓勵，讓他們英勇的嘗試。獵頭新人經(jīng)過不斷的實踐能夠取得豐富的經(jīng)歷，這些經(jīng)歷將會為他在未來的工作開展道路上打好基礎(chǔ)，同時也為獵頭新人成為獵頭人才的道路上供給支持。

　　Therefore, in order to cultivate more headhunters, headhunting companies should give more opportunities to new recruits to practice, more encouragement to new recruits, and let them try bravely. After continuous practice, new recruiters can gain rich experience, which will lay a good foundation for their future work, and provide support for new recruiters to become headhunters.