獵頭為職位找到合適候選人提前必做事項(xiàng)實(shí)際上應(yīng)該是每個(gè)獵頭提高做單效率重視的問題，下面就從幾個(gè)過程來講起。

Headhunters must do things in advance to find suitable candidates for positions. In fact, every headhunter should pay attention to improving the order making efficiency. Here are a few processes.

工作分析

job analysis 

靜下心來了解工作背景和行業(yè)背景，從產(chǎn)業(yè)鏈的角度定位公司的市場(chǎng)定位，從盈利模式分析的角度去揣摩定位定位。感覺找到了。

Calm down to understand the work background and industry background, position the company's market positioning from the perspective of industrial chain, and figure out the positioning from the perspective of profit model analysis. I feel I have found it.

尋找工作吸引力

Looking for job attractiveness

通過對(duì)客戶公司的分析，從行業(yè)背景、發(fā)展速度、公司高管、職位空間、薪資等角度，找到職位的吸引力點(diǎn)，并做出職位描述，獵頭郵件，具有吸引力點(diǎn)，并一個(gè)好的獵頭郵件會(huì)事半功倍，不用太多文字就能快速達(dá)到目標(biāo)，從營(yíng)銷的角度組織語言和藝術(shù)。

Through the analysis of the customer company, find the attractive points of the position from the perspective of industry background, development speed, company executives, position space, salary, etc., and make a job description, headhunter email, attractive points. A good headhunter email will get twice the result with half the effort, and it will not need too many words to quickly achieve the goal, so as to organize language and art from the perspective of marketing.

制定人才搜尋計(jì)劃

Develop talent search plan

正常的人才招聘計(jì)劃包括：人才網(wǎng)站、本地優(yōu)秀人才數(shù)據(jù)庫、百度搜索、聯(lián)系人列表、行業(yè)聯(lián)系人、目標(biāo)公司類似職位的人選。沒有更好的辦法，反復(fù)訓(xùn)練，直到能輕松搞定，這是做好獵頭業(yè)務(wù)的關(guān)鍵環(huán)節(jié)，必須克服。

The normal talent recruitment plan includes: talent website, local excellent talent database, Baidu search, contact list, industry contacts, candidates for similar positions in the target company. There is no better way to train repeatedly until it can be easily done. This is the key link to do a good job in headhunting business and must be overcome.

鎖定關(guān)鍵候選人

Target key candidates

從初步遴選人選，根據(jù)對(duì)崗位的了解，分為“人選”、“可能就業(yè)人選”、“帶頭人選”三類。應(yīng)優(yōu)先考慮關(guān)鍵候選人。不需要和二等考生交流，以此類推。

From the initial selection, the candidates can be divided into "key candidates", "potential candidates for employment" and "leading candidates" according to the understanding of the posts. Priority should be given to key candidates. There is no need to communicate with second-class candidates, and so on.

電話溝通

Telephone communication

風(fēng)格可以不同，但自信當(dāng)然是根本，自信：因?yàn)槟阍诤退涣髦把芯窟^他的信息，結(jié)合職位，你已經(jīng)想過要問他的問題，如何把這個(gè)工作機(jī)會(huì)給他，讓你有信心。而大自然是每個(gè)人相互放松的基礎(chǔ)。語調(diào)和語速合理，不急不緩。

The style can be different, but self-confidence is of course fundamental. Self confidence: because you have studied his information before communicating with him, combined with the position, you have thought about asking him questions and how to give him this job opportunity, so that you have confidence. Nature is the basis for everyone to relax with each other. The intonation and speed of speaking are reasonable, not urgent but not slow.

評(píng)估

assessment

對(duì)候選人的評(píng)價(jià)是從你對(duì)他的簡(jiǎn)歷的印象和你與他的電話溝通中得出的。向客戶推薦誰，或者先推薦誰，不一定優(yōu)秀，但適合。沒有固定的規(guī)則。但是推薦的時(shí)候要形成策略。這個(gè)過程是一個(gè)信息綜合的過程，會(huì)考驗(yàn)?zāi)愕那樯獭?/div>