不少獵頭會有這樣一個困惑，我推薦的人才技能完全可以滿足公司的要求，薪酬也在合理的范圍內(nèi)，感覺各方面和公司崗位要求都挺匹配的，為什么企業(yè)還是拒絕了候選人呢？原因很直接：部門領(lǐng)導(dǎo)不喜歡。

Many headhunters have this confusion: the professional skills of the talent I recommend can fully meet the company's requirements, and the salary is also within a reasonable range. I feel that all aspects match the company's job requirements, so why did the company still reject the candidate? The reason is very direct: the department leader doesn't like it.

這個回答看似很隨意，但是仔細一想又可以理解。領(lǐng)導(dǎo)不同，帶出的團隊風格也不同。同一個部門的員工會有很多相似的地方，屬于一個團隊的默契，這對于新成員的加入十分重要。因此，企業(yè)招聘絕不僅僅是招聘條件與人才應(yīng)聘條件的匹配，有時候人為的因素影響更大。

This answer may seem casual, but upon closer consideration, it can be understood. Different leaders lead to different team styles. Employees in the same department will have many similarities and belong to the same team, which is very important for new members to join. Therefore, enterprise recruitment is not just a match between recruitment conditions and talent application conditions, sometimes human factors have a greater impact.

那么作為獵頭在篩選候選人要怎么做呢？下面山東獵頭公司為您分析一番：

So what should a headhunter do when screening candidates? Below, Shandong Headhunting Company will analyze for you:

我們要提醒的是這個時候獵頭不僅要明確企業(yè)招聘的硬性條件，還需要挖掘招聘部門的用人喜好，也可以說是招聘部門領(lǐng)導(dǎo)的用人喜好。說起來容易做起來難，獵頭應(yīng)怎樣獲取用人部門領(lǐng)導(dǎo)的喜好呢？這雖然并不是一件容易的事。

We should remind that at this time, headhunters not only need to clarify the hard conditions for enterprise recruitment, but also need to explore the hiring preferences of the recruitment department, which can be said to be the hiring preferences of the recruitment department leaders. It's easier said than done, how should headhunters obtain the preferences of department leaders? Although this is not an easy task.

但你可以通過企業(yè)HR打聽了解，通過與部門領(lǐng)導(dǎo)的直接溝通探索捕捉，甚至可以直接發(fā)問：您的團隊是個什么樣風格的團隊？您更喜歡用什么樣的人？這可以幫助我更快地找到你想要的人。獵頭畢竟是在為企業(yè)推薦候選人，這么做了企業(yè)客戶只會支持，他們不會覺得突兀，只會覺得這是理所當然的。

But you can inquire and understand through enterprise HR, explore and capture through direct communication with department leaders, and even ask directly: What style of team is your team? What kind of person do you prefer to use? This can help me find the person you want faster. After all, headhunters are recommending candidates for companies. In doing so, corporate clients will only support them, they will not feel abrupt, but will only take it for granted.

那么除了部門領(lǐng)導(dǎo)的用人偏好外，在需求確認時，獵頭還要考慮哪些因素呢？

So besides the hiring preferences of department leaders, what factors should headhunters consider when confirming requirements?

1.了解崗位所在團隊的狀況：是成熟團隊還是新組建團隊，或者是成長團隊，因為不同的團隊類型對候選人要求也是不同的；

1. Understand the situation of the team where the position is located: whether it is a mature team, a newly formed team, or a growth team, as different team types also have different requirements for candidates;

2.價值定位即這個崗位在團隊中價值，是按部就班的“人在”、是培養(yǎng)型的“人材”，是發(fā)揮能力的“人才”、是創(chuàng)造高附加值的“人財”，還是具有關(guān)鍵作用的“人物”？不同的定位對同樣的技能要求深度也是不同的。

2. Value positioning refers to the value of this position in the team. Is it a systematic "person in", a nurturing "talent", a "talent" that leverages professional abilities, a "person and wealth" that creates high added value, or a "person" that plays a key role? Different positioning requires different levels of depth for the same skill.

這進一步證明了獵頭推薦候選人不是只要單純的看硬性條件，還要把握一些細節(jié)性的需求。就像文中提到的團隊領(lǐng)導(dǎo)用人喜好及團隊的狀況等等，這些都是獵頭在推薦候選人過程中需要考慮的。往往有些容易被人忽略，看似無關(guān)緊要的問題，影響了后的決定。更多相關(guān)事項就來我們網(wǎng)站http://americangoldsavings.com咨詢！

This further proves that headhunters recommend candidates not only based on hard conditions, but also need to grasp some specific requirements. As mentioned in the article, team leaders' preferences and team conditions are all factors that headhunters need to consider when recommending candidates. Often, some seemingly insignificant issues that are easily overlooked by others can affect subsequent decisions. For more related matters, come to our website http://americangoldsavings.com consulting service