很多獵頭打電話給候選人的時候，候選人不是態(tài)度不好，就是聊幾句就掛了，有的甚至不接你電話。這是什么原因呢？其實很多時候都是顧問自己的原因，沒有在打電話之前把準備工作做好，不了解候選人，怎么和候選人溝通呢？不清楚候選人的現(xiàn)狀，怎么推薦工作呢？山東獵頭公司建議大家在聯(lián)系候選人之前一定要先做好以下準備工作。

When many headhunters call candidates, they either have a bad attitude or just hang up after talking a few words. Some even don't answer your phone. What is the reason? In fact, most of the time, it is the consultant's own reason. He didn't prepare well before calling. He can't understand the candidate. How can he communicate with the candidate? How to recommend a job if you don't know the current situation of the candidate? Shandong Headhunting Company recommends that you make the following preparations before contacting candidates.

1.了解候選人近的工作情況

1. Understand the candidate's recent work

對于獵頭來說，在你撥一通電話之前，一定要對該候選人簡歷中的近一份工作的內(nèi)容有所了解，你要從中了解到該候選人近工作內(nèi)容是什么，屬于什么行業(yè)，是否與推薦職位的行業(yè)相關(guān)。然后還要確定其在該公司的主要職責(zé)是什么，其職責(zé)范圍內(nèi)主要做哪些工作，適不適合自己推薦的職位。

For headhunters, before you dial a phone call, you must understand the content of the candidate's recent job in the resume. You should know what the candidate's recent job content is, what industry it belongs to, and whether it is related to the industry of the recommended position. Then you should also determine what their main responsibilities are in the company, what work they mainly do within their scope of responsibility, and whether they are suitable for the positions they recommend.

2.了解候選人所屬公司狀況

2. Understand the company of the candidate

獵頭了解候選人的工作內(nèi)容和職位后，接下來要做的就是了解候選人任職的企業(yè)，并且要盡可能詳細地了解該企業(yè)的發(fā)展?fàn)顩r，競爭對手以及行業(yè)優(yōu)勢及劣勢。然后著重了解下，該候選人在這個企業(yè)中任職的職位的受重視程度以及其工作內(nèi)容對企業(yè)發(fā)展的影響。以此來判斷該候選人的離開與存在會對企業(yè)造成的影響，這也可以判斷出此候選人在行業(yè)中的競爭力度。

After the headhunter knows the job content and position of the candidate, the next thing to do is to know the enterprise that the candidate works for, and to understand the development status of the enterprise, competitors and industry strengths and weaknesses as much as possible. Then focus on the importance of the candidate's position in the enterprise and the impact of his work content on the development of the enterprise. This can be used to determine the impact of the candidate's departure and existence on the enterprise, and also determine the competitive strength of the candidate in the industry.

3.建立詳細候選人的檔案

3. Establish detailed candidate files

對于獵頭來說，即使你初次電話交流時，發(fā)現(xiàn)推薦的職位并不是候選人想要的，如果時間允許，此時獵頭顧問可以詢問候選人的需求，幫忙留意合適的職位，不管怎么樣都要給候選人留下一個良好的服務(wù)印象，這次不合適，說不定下次就有了合適的，候選人給自己多留條后路，獵頭也給自己多一個機會。掛完電話后，獵頭應(yīng)該建立一份詳細候選人檔案，記得適時的回訪，有合適的企業(yè)就可以繼續(xù)推薦。

For headhunters, even if you find that the recommended position is not what the candidate wants when you first communicate on the phone, if time permits, then the headhunters can ask and greet the needs of the candidate, help pay attention to the appropriate position, and leave a good service impression on the candidate anyway. This time is not suitable, and maybe the candidate will have the right one next time, so the candidate will leave a way for him, Headhunters also give themselves another chance. After hanging up the phone, the headhunter should establish a detailed candidate file, remember to make a timely return visit, and continue to recommend suitable enterprises.

每一次與候選人的交流都是行業(yè)經(jīng)驗的積累，所以要重視每一次的交流，在聯(lián)系候選人之前一定做好準備工作。這樣，你就可以結(jié)識更多的好人脈。更多相關(guān)事項就來我們網(wǎng)站http://americangoldsavings.com咨詢吧！

Every communication with candidates is the accumulation of industry experience, so we should pay attention to every communication and make preparations before contacting candidates. In this way, you can make more friends. Come to our website for more relevant matters http://americangoldsavings.com Ask!