獵頭在搜尋候選人的過程中會打很多電話，聯(lián)系很多個候選人。然而，并不是每個接電話的候選人都對你推薦的崗位感興趣。那么，如何判斷候選人對你推薦的崗位是否滿意呢？山東獵頭公司有話說。

In the process of searching for candidates, headhunters will make many calls and contact many candidates. However, not every candidate who answers the phone is interested in the position you recommend. Then, how to judge whether the candidate is satisfied with the position you recommended? Shandong Headhunting Company has something to say.

看候選人對你的問題是否配合。

See if the candidate is cooperative with your questions.

雖然獵頭和候選人的初次接觸大部分情況下都是在電話里完成的，但是候選人在電話里面的態(tài)度，其實可以說明很多問題。

Although the initial contact between the headhunter and the candidate is mostly done over the phone, the attitude of the candidate over the phone can actually explain many problems.

有些候選人出于禮貌，即使沒有換工作的想法，但是接到獵頭的電話還是會和獵頭聊上幾句。獵頭在電話里面會對職位作簡短介紹，也會問候選人一些問題。

Some candidates, out of politeness, even though they do not have the idea of changing jobs, will still talk to the headhunters when they receive a call. The headhunter will give a brief introduction to the position on the phone, and also ask some questions about the selection.

候選人回答問題的態(tài)度足以說明他是否對推薦崗位滿意。如果你發(fā)現(xiàn)候選人很配合你，你的提問他都認真回答了，并且就算當時不方便也愿意約下次詳談，那么這個候選人是很有希望的。

The attitude of the candidate to answer the question is enough to indicate whether he is satisfied with the recommended position. If you find that the candidate is very cooperative, he has answered your questions carefully, and is willing to make an appointment for a detailed discussion even if it is inconvenient at that time, then the candidate is very promising.

如果對方態(tài)度溫和，但卻不太愿意回答你的問題，那么他十有八九對你推薦的職位并不感興趣。

If the other person has a mild attitude, but is not willing to answer your questions, then in nine cases out of ten, he is not interested in the position you recommend.

看候選人是否愿意談自己的工作履歷。

See if the candidate is willing to talk about his/her work experience.

獵頭聯(lián)系候選人，既是介紹職位信息的過程，也是了解候選人工作能力的過程。了解一個人的工作能力，無非就是了解這個人的工作經(jīng)歷、項目經(jīng)驗等等。

The headhunter contacts the candidate, which is not only the process of introducing the position information, but also the process of understanding the candidate's work ability. To understand a person's work ability is nothing more than to understand the person's work experience, project experience, etc.

如果你聯(lián)系的候選人愿意和你談起他的工作履歷，并且向你介紹他曾經(jīng)擔任的職位，做過的項目，或者各種工作成果，那么這個候選人應該是有跳槽想法的

If the candidate you contact is willing to talk to you about his/her work experience, and introduce to you the positions he/she has held, the projects he/she has done, or various work achievements, then the candidate should have a job hopping idea

。如果候選人對工作經(jīng)歷支支吾吾，或者回答非常簡短，那么在他看來，你推薦的這份工作還不足以讓他把過往經(jīng)歷全部說出來。這時，你就不要把時間和精力都放在這樣的候選人身上了。

。 If the candidate hesitates about his work experience or gives a very short answer, then in his opinion, the job you recommended is not enough for him to tell all his past experiences. At this time, you should not spend your time and energy on such candidates.

尋找合適的候選人是一個漫長的過程，有興趣了解你推薦崗位的可能只是個位數(shù)。關(guān)注那些對職位有興趣的候選人。這樣做，才可以幫助獵頭省時省力。更多相關(guān)事項就來我們網(wǎng)站http://americangoldsavings.com咨詢吧！

It is a long process to find the right candidate, and those who are interested in knowing your recommended position may only be in single digits. Focus on candidates who are interested in the position. Only in this way can headhunters save time and effort. Come to our website for more information http://americangoldsavings.com Consult!