What characteristics do headhunters need in character?

個性堅韌：一定要臉皮厚，膽子大，無論遇到什么挫折，多少人拒絕你的機會，包括客戶不斷否定你給的人或者不斷改變要求，一定要有不放棄，不怕挫折，因為客戶總會把難做的給獵頭做。

Tough personality: you must be thick skinned and courageous. No matter what setbacks you encounter, how many people refuse your opportunities, including customers who constantly deny the people you give or constantly change their requirements. You must not give up and be not afraid of setbacks, because customers will always give headhunters what is difficult to do.

聰明靈活：不能夠靈活應(yīng)對客戶的需求，就不能在突變的環(huán)境中，進行及時地改變。同時還要關(guān)注和應(yīng)對候選人不斷提出的多變的考慮結(jié)果，這需要進行敏銳的預(yù)測（或者一定的前瞻性）。快速應(yīng)變和提前預(yù)警能力是獵頭的素質(zhì)。

Smart and flexible: if you can't respond flexibly to the needs of customers, you can't make timely changes in a sudden change environment. At the same time, we should also pay attention to and deal with the changeable consideration results constantly put forward by candidates, which requires sharp prediction (or certain foresight). The ability of rapid response and early warning is the quality of headhunters.

學習能力：六頭要經(jīng)常接觸不同的客戶職位要求，有的上午接受了一個任務(wù)（以前從來沒有經(jīng)驗），下午就能變成行業(yè)和崗位的半個了。能夠快速地從各個方面各種渠道向各種人學習，也是素質(zhì)。

Learning ability: liutou should often contact different customer job requirements. Some accept a task in the morning (never experienced before) and become half an expert in the industry and post in the afternoon. It is also a quality to quickly learn from all kinds of people from all aspects and channels.

記憶力：很多人忽略了這一點，其實就是一種信息快速接受理解和存儲在大腦的能力（有短時和長時之分）。我們每天找很多候選人，當某個候選人打來電話，一時間要能反應(yīng)過來。有的獵頭同時做幾個case或者聯(lián)系幾十個候選人以后，人家打過來她都不記得是什么時候為哪個職位找的候選人了，這個都是的能力。因為你做3、4個，或者5、6個職位不覺得，如果你同時操作的職位是10幾個，甚超過20多個，這種記憶力就越發(fā)重要了。

Memory: many people ignore this, In fact, it is the ability to quickly accept, understand and store information in the brain (there are short-term and long-term). We look for many candidates every day. When a candidate calls, we should be able to respond at a time. Some headhunters do several cases at the same time or contact dozens of candidates a day, and they don't remember when to find a candidate for which position. This is our ability. Because you do 3, 4, or 5, 6 I don't think that if you operate more than 10 or even more than 20 positions at the same time, this memory will become more and more important.

責任心和勤奮：有的顧問責任心不夠強，人還沒有如期找好，下班就走人了，這個是沒有責任心的表現(xiàn)?？蛻艏钡靡?，他/她雖然也急，擔并沒有表現(xiàn)在工作效果上。責任心是從小就能看出來的也可以培養(yǎng)的。比如從小學到大學就一直做過班級干部的，經(jīng)歷過承擔責任的過程一般就比較沒有擔任過班級干部的更加能夠承擔責任，屬于求上進的，接受鼓勵型。

Sense of responsibility and diligence: some consultants don't have a strong sense of responsibility. They leave after work before they find a good job as scheduled. This is a sign of lack of sense of responsibility. The customer is very anxious. Although he / she is also anxious, the worry is not reflected in the work effect. The sense of responsibility can be seen from an early age and can also be cultivated. For example, those who have been class cadres from primary school to university and have experienced the process of taking responsibility are generally more able to take responsibility than those who have not been class cadres. They are self-motivated and encouraged.

思慮周詳執(zhí)行到位：要非常細致考慮事情，有時候有一點點考慮不周全，或者執(zhí)行不到位，都會導(dǎo)致后面的結(jié)果前功盡棄。

Careful consideration and implementation in place: we should consider things very carefully. Sometimes a little careless consideration or implementation in place will lead to the subsequent results.

人文關(guān)懷：不是短期的利益接觸，才與候選人溝通，要真的體現(xiàn)對別人的關(guān)心，愿意與人分享和溝通。有的獵頭人會比較冷漠，認為沒有需要這個候選人就不管了，或者也沒有必要花時間管了，這個是不行的。關(guān)系是要長期培養(yǎng)的。

Humanistic care: it is not a short-term interest contact to communicate with candidates. It should really reflect the concern for others and be willing to share and communicate with others. Some headhunters will be indifferent and think that they don't need this candidate, or they don't need to spend time managing it. This won't work. Relationships are long-term.

人文關(guān)懷在短期電話溝通中也可以起到很好的作用。

Humanistic care can also play a good role in short-term telephone communication.

顧問氣質(zhì)：顧問是能夠問題的人。很多人在找完人之后，就把shortlist給到客戶，覺得自己已經(jīng)做完了，不管是不是找到客戶滿意的，覺得反正我已經(jīng)都找遍了，沒有合適的就不是我的問題了。顧問是要給到客戶終問題的辦法，并且給到的方案是可行的。要不斷與客戶溝通后繼續(xù)進行，直到把問題-找到合適客戶的人。（shortlist：供后挑選用的候選人名單）在某個行業(yè)做過3-5年營銷的人，人品好，誠信度高的人非常適合做獵頭。

Consultant temperament: consultants are people who can solve problems. After looking for someone, many people give the shortlist to the customer. They think they have finished it. Whether they find the customer satisfied or not, they think I have searched all over anyway. If there is no suitable one, it is not my problem. The consultant is to give the customer a final solution to the problem, and the solution given is feasible. Continue to communicate with the customer until the problem is solved - find the right person for the customer. (shortlist: a list of candidates for later selection) people who have done marketing in a certain industry for 3-5 years are very suitable for headhunters with good character and high integrity.

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