1. Does the company operate normally? Is it systematic and process oriented?

那大家該問了，有沒有進去怎么能看出來呢。看面試前給你發(fā)的信息：具象嗎？還是假大空的？面試官：HR是代表企業(yè)形象的，好的公司HR綜合素質(zhì)能力不會差。業(yè)務經(jīng)理這個在后面說。

Then it's time for everyone to ask. How can you see if you go in. Look at the information sent to you before the interview: concrete? Or fake big empty? Interviewer: HR represents the corporate image. A good company's HR comprehensive quality and ability will not be poor. The business manager said later.

2.客戶：不管什么行業(yè)客戶是業(yè)績的來源。有沒有大KA客戶支撐，客戶合作了多久？業(yè)績產(chǎn)出如何？有沒有同質(zhì)化客戶？特別今年經(jīng)濟形勢下滑，很多中小客戶都倒閉了，獵頭費都付不出來，大客戶是源源不斷的需求。

2. Customers: no matter what industry, customers are the source of performance. Is there any big KA customer support and how long has the customer cooperated? What are the performance outputs? Are there homogeneous customers? Especially this year's economic downturn, many small and medium-sized customers have closed down, and the headhunting fee can't be paid. There is a steady stream of demand from large customers.

3.培訓體系：能問這個問題就還是新人或者半個新人咯。是更需要學習充電，快速成長的。不要聽老大一對一帶你，在哪個行業(yè)都是這樣，只能就問題而問題，不能系統(tǒng)化的帶你成長。問問題一定要具體：你們的培訓頻次？培訓課程有哪些？分為哪些模塊的培訓？問的細一些。

3. Training system: if you can ask this question, you are still a newcomer or half a newcomer. It is the one who needs to learn to recharge and grow rapidly. Don't listen to the boss's one-on-one relationship with you. It's the same in any industry. You can only solve problems on the basis of problems and can't systematically take you to grow. Ask specific questions: how often do you train? What are the training courses? What are the training modules? Ask more carefully.

4.你的老大：這個很重要要跟對人。比老板還重要（畢竟還是個小兵大的戰(zhàn)略的和你也沒關系）。在獵頭行業(yè)做多久了？業(yè)績?nèi)绾危繋У膱F隊業(yè)績怎么樣？ta能給你帶來什么？（說到業(yè)績就敏感了，別聽的問平均，自己check真實度）

4. Your boss: it's very important to talk to the right people. It's more important than the boss (after all, it's still a small soldier, and the big strategy has nothing to do with you). How long have you been in the headhunting industry? How is the performance? How is your team doing? What can ta bring you? (it's sensitive when it comes to performance. Don't listen to the highest average, check your authenticity)

5.提成政策：還不懂的時間更簡單，直接問HR 做10w ，30w，50w，100w分別拿多少。20% 30% 45%這些提點說給你了也算不明白，門門道道多了。說到這里你還要明白，這家公司能支持你做到多少業(yè)績額?？礃I(yè)績，平均業(yè)績。

5. Commission policy: the simplest time you don't understand is to ask HR directly how much you get for 10W, 30W, 50W and 100W. 20%, 30%, 45% these suggestions are not clear to you. There are many doors. At this point, you should also understand how much performance this company can support you to achieve. Look at the highest performance, average performance.

6.說在：怎么選擇也要看你的悟性，每家公司業(yè)績都有業(yè)績高的，也有沒出單的。前面這些只能幫助你避開雷區(qū)。

6. In the end: how to choose depends on your understanding. Each company has high performance and no single. The above can only help you avoid minefields.

以上的精彩內(nèi)容來自：山東獵頭公司更多的精彩內(nèi)容請點擊進入我們的網(wǎng)站：http://www.bjddhyyq.cn，我們后續(xù)會有更多的內(nèi)容為您呈現(xiàn).

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