In addition to the technical support of the platform, SOHO headhunters can also achieve efficient recommendation and efficient billing through skilled billing. How to operate specifically? Look down there again.
1, in-depth understanding of enterprise needs.
In the development of each case, we can often save more time, take fewer detours and really explore each other's needs. No matter how good the relationship is, you can't sell the refrigerator to Eskimos. There was once a case in which the position requirement given by enterprise HR was a general manager with good skills and good sales and administrative experience. In the process of actual search, it is found that there are very few candidates for general manager in a rather narrow industry. After communicating with business leaders, the headhunter found that the other company has hired a vice president of production who is proficient in technology. The job requirements are actually as long as he has experience in sales management and administration and understands the machinery industry.
Therefore, headhunters must listen, understand and explore the real needs of customers with a professional attitude, and provide practical solutions based on solving problems for enterprises. So as to optimize the search ideas of headhunters and improve the search efficiency.
2. Improve the search ability.
Being a headhunter is very similar to being a marketer. They are all potential activities, but they may also be a waste of time. Therefore, don't waste time on those unqualified candidates, which can greatly improve efficiency.
A. Ways to find resources: In fact, our customers often have extraordinary feelings about where to find suitable candidates. In other words, the best resource for candidate nomination is HR or chairman. If you don't ask his advice, you are reducing efficiency.
For enterprises, you can know who they interviewed, and you can also know where the candidates they asked are most likely to be. Therefore, after taking orders, headhunters should learn to ask about the situation before the position in the enterprise personnel department, the candidates interviewed in the past, the companies that may produce candidates, the resources of potential candidates and other issues. You can also check the support of colleagues who have done this kind of work, industry directory and alumni records, contacts and networks, company internal list, patent application website, paper publishing website, etc.
B, the application of the interview line: no line can guarantee that all candidates have a strong interest in the position you provide, and each candidate's response to each question is different, depending on his work motivation or his personality. However, there are still several laws that can be basically used:
First of all, candidates are interested in benefits rather than job descriptions. A better way to describe the position to the candidate is to make him feel that this is the best job opportunity for him, rather than making him feel that he is working for headhunting service, rather than that you are trying to fill this vacancy;
Second, for some sensitive questions, choose the right time and way to ask questions, such as headhunters greeting candidates. What other candidates do you know? Sensitive people will be alert immediately and may not necessarily recommend high-quality candidates to you;
Third, treat different candidates with different styles. Smart candidates can directly grasp the main points of the conversation. They can compare their own situation and listen to your opening remarks, while others need you to establish friendly relations before continuing to communicate their own situation. Patience and empathy play a very important role in search, but we should not just chat, we should be careful not to disclose information that should be kept secret, such as the specific name of the company. Establish friendly relations moderately, and any negligence may lead to the failure of the search.
Many times, the applicant is not interested in your position and can't give you clues, but it doesn't mean that there is no chance of cooperation in the future. Maybe it is a customer, maybe a candidate, or maybe a recommendation.
3. Seize the candidate
The quality of candidates is an important part of the client's measurement of headhunting. Practically speaking, it is much more difficult to "control" a candidate's behavior than to control a car speeding on a wet road in a rainstorm. However, if we can give more assurance and influence to the candidates, we can have more initiative in the progress of the case.
In the first telephone communication, we often use some attractive introductions to impress the candidates and make them willing to continue to communicate with you. The conversation at this time may be 15 minutes, or it may be half an hour. Gameloft suggested that time should be divided according to professional and technical assessment, job-seeking motivation and cooperation. Only qualified candidates can continue to occupy headhunting time.
If your question is professional enough, it is easier to establish a friendly relationship when you communicate for the first time than when you talk about family affairs with him. Although sometimes increasing small talk can improve the tension, focusing on discussion can better reflect your professional level, thus establishing an authoritative image and increasing your grasp of candidates. No one will buy your account, because the relationship with you looks good. What you have to do is constantly show him your professionalism and your use value. These are the foundations of cooperation.
4. Expand the influence of resume.
Resume is the first card we play when recommending candidates to enterprises, which is very important. Enterprise HR is very busy. They don't know the abilities and characteristics of candidates like us. Only the most suitable or qualified resume will enable candidates to enter the enterprise interview smoothly and affect the final recruitment result.
When a headhunter receives a resume with roughly appropriate content, the first thing to do is to verify the authenticity of the resume, paying special attention to the education and position. If the candidate's resume is false, I'd rather not recommend it. To verify the authenticity of resume, we can use various methods such as academic website inquiry, ID card inquiry, online search, background investigation and so on.
5. Improve the interview success rate of candidates.
It is said that Napoleon won the battle in the tent. This is because the day before the war, he has drawn up a comprehensive battle plan to deal with any possible situation. Preparing for an interview is like war. We and the candidates can never predict what will happen in the interview, but as long as we are fully prepared, the candidates can cope with all kinds of unexpected situations and know how to spend them.
A. Itinerary arrangement: Learn the train number and arrival time of the candidate in detail, make a form and send it to the enterprise, and send the name, position and contact information of the company's airport pick-up personnel to the candidate in time. In this link, if it is an interview in a different place, you can tell the candidates the weather and temperature at the place of arrival, so that the candidates can be fully prepared.
B. Information about the enterprise: Provide the applicant with relevant information about the enterprise as much as possible before the interview. For example, the basic structure of the enterprise, who is the interviewer, what is the position, and what is the process arrangement of the interview in the enterprise. The reason for this is that people can make full preparations for the election and avoid being affected by the mood of candidates during the interview. For example, if he thought he would meet the chairman of the company, but the current manager actually gave him a 15-minute interview, then his prior preparation may not be needed.
C, improve recognition: For some technical talents, headhunters need to give some suggestions to increase recognition during the interview process. Such as enthusiasm, professional interest, self-confidence and concentration. In addition, candidates can be advised to do some preparatory work before the interview, such as being familiar with their resumes, not making mistakes, collecting some information about enterprises and positions, and increasing their understanding.
6. Solve the wage dispute and successfully close the case.
There is an old saying: the other person says "no" because you didn't give him enough reason to say "yes". If you think this sentence makes sense, you should keep providing convincing information to the other party during the negotiation process until all the problems are solved and an agreement is reached.
Although many enterprising candidates choose jobs not only for money, it is definitely not an easy thing for candidates to hesitate on salary, which plays a decisive role in finding a job. Because a person's salary level is a complex subjective issue, it will not only affect the quality of life of him and his family, but also affect his dignity, identity and promotion opportunities.
Under normal circumstances, for salary issues, headhunters can ask about the salary composition of candidates in all aspects, such as insurance, dividends, transportation expenses, housing subsidies, study fees, bonuses, phone subsidies, etc. In the initial communication with the candidates. The purpose of doing this is to prevent the candidates from asking for exorbitant prices in the later period, and at the same time, to put forward reasonable salary requirements for enterprises, so as to prevent enterprises from refusing to hire because they are not clear about the market conditions.