1、與HR的溝通

1. Communication with HR

在獵頭的尋訪工作開(kāi)始之前，一般都會(huì)給出企業(yè)所需人才的要求。根據(jù)要求來(lái)尋找與其匹配的人才，這樣既提高工作效率，也會(huì)大大提高候選人就職的機(jī)會(huì)。偶爾也會(huì)出現(xiàn)一些情況，使得獵頭對(duì)于職位的要求模糊不清。那就是存在有部分HR與獵頭溝通出現(xiàn)困難，對(duì)于候選人的情況不能及時(shí)反饋，對(duì)于招聘崗位的信息提供得不清楚，

Before the search for headhunters begins, they usually provide the requirements for the talents needed by the enterprise. Searching for matching talents according to requirements not only improves work efficiency but also greatly increases the chances of candidates being hired. Occasionally, there may be situations where the headhunter's requirements for the position are unclear. That is to say, there are difficulties in communication between some HR and headhunters, who cannot provide timely feedback on the situation of candidates, and are not clear about the information provided for recruitment positions,

所以與HR的溝通尤為重要，獵頭新人向HR的招聘崗位了解，以及HR對(duì)候選人的要求，深入HR的內(nèi)心，明白他真正需要什么樣的候選人。

So communication with HR is particularly important. New headhunters need to have a comprehensive understanding of HR's recruitment positions and their requirements for candidates, delve deep into HR's heart, and understand what kind of candidates they truly need.

2、缺乏候選人

2. Lack of candidates

在獵頭行業(yè)，人脈資源就像是一個(gè)跳板，是成功的跳板。對(duì)于新人來(lái)說(shuō)，問(wèn)題應(yīng)該不是候選人能否成功進(jìn)入企業(yè)，拿到offer，而是能否找到合適的候選人。

In the headhunting industry, network resources are like a springboard, a springboard for success. For newcomers, the question should not be whether candidates can successfully enter the company and receive offers, but whether they can find suitable candidates.

因?yàn)閷?duì)于職場(chǎng)中的高端人才來(lái)說(shuō)，接到獵頭的電話就會(huì)下意識(shí)拒絕。這有可能是所在公司的考驗(yàn)，或他們認(rèn)為打電話來(lái)找他們的也只是獵頭新人，他們?cè)趺捶判陌炎约旱奈磥?lái)交到新人手上呢。所以想找到高端而有實(shí)力的人才，一般是要有比較廣闊的人脈資源，或靠朋友引薦，或自身。

Because for high-end professionals in the workplace, they will instinctively reject calls from headhunters. This may be a test for their company, or they may think that they are only looking for new headhunters on the phone. How can they trust their future to be in the hands of new hires. So to find high-end and capable talents, it is generally necessary to have a relatively broad network of resources, or rely on friend referrals or professional expertise.

3、候選人沒(méi)興趣

3. The candidate is not interested

獵頭喜歡的候選人是穩(wěn)定性高的人才，穩(wěn)定性高？一般就是指在一家公司工作時(shí)間超過(guò)3年。這樣的人大多有經(jīng)驗(yàn)有能力，適合你的所有條件，你聯(lián)系上了他，但這個(gè)候選人對(duì)于你介紹的工作，你所說(shuō)的更好的工作機(jī)會(huì)、更好的職業(yè)發(fā)展前景、更高的社會(huì)地位，他沒(méi)興趣。

The candidates favored by headhunters are those with high stability, high stability? It generally refers to working in a company for more than 3 years. Many people like this have experience, ability, and are suitable for all your conditions. You contacted them, but this candidate is not interested in the job you introduced, the better job opportunities, career development prospects, and higher social status you mentioned.