In fact, many so-called consultants in the industry are similar to the level of consultant assistants, even worse than a qualified researcher. The level of consultants is reflected in the ability of communication, analysis, persuasion and judgment. However, many consultants in our country have little knowledge of customer needs. In this case, how to provide a solution? Customers hope to reduce the system risk through the neutral opinions of consultants, but if the consultants themselves are confused, how can he have positive neutral opinions? Some consultants have no business experience and have not received systematic training. In this case, I'll consult. I wonder, is the client a god or a mouse? I may offend my colleagues by saying these words, but I really offend my conscience by not saying them.
Second, you should have team spirit. Headhunting is no longer an era of going it alone. Headhunting companies are getting bigger and bigger, and one person's strength is very limited. In fact, mutual assistance is becoming more and more important for headhunters. A headhunting consultant needs the help of his boss, assistants and colleagues (maybe he is an expert on another problem, and no one can be professional in all industries). No team spirit will greatly hinder the development of a consultant. At least it's hard for you to join a company as big as Kottger, although we are small.
Third, good communication, analysis, persuasion and judgment skills. This is the technical threshold. If you don't want to communicate, you can't make a rational analysis of the case and you can't make an efficient and accurate judgment, basically your added value to customers is very low. The consultant is here to make a diagnosis. These two meanings are actually the same word in English. Both candidates and clients want to get high value-added advice from consultants.
Fourth, optimistic and good at controlling emotions. This is a high-pressure industry, which is often a test for people's psychology. For example, you have been following up the project for six months, and suddenly a problem appears. The client temporarily promoted a person internally, and the 200,000 commission that Yuan You originally wanted was gone. At this time, no one can feel relaxed and happy. But some people can continue to work hard and still smile at customers. When others look depressed, it often rains but it pours.
Fifth, insight into the candidate's ability to hide features. What is visible is easy to evaluate, but what is invisible is much more difficult. You ask someone, are you an idiot? I believe no one said yes, but there are many idiots in this world, and even many idiots have mixed up in high positions. Whether you can accurately understand the invisibility of candidates determines whether you can become a great headhunting consultant. What is a dominant trait? Such as education, major, work experience and so on. Beneath the iceberg is the more important part-the hidden characteristics of talents, such as determination, courage and courage to succeed. To judge what a person is suitable for and whether he can do it well, his recessive characteristics are the more critical judging factors. 90% of this depends on the experience and talent of headhunting consultants.
In fact, the above items are at least.