1, dedicated, fluent in writing, free from typos and uncommon words.
2. Grammar should be accurate, not lengthy, and the number of words should be controlled within 1000 as far as possible, so that the employer can read it as soon as possible so as to make a judgment as soon as possible.
3, pay attention to the format and paragraph division, supercilious, natural performance.
4. Emphasize your professional expertise, attitude and understanding of work, and show the positive side of your life.
5, seek truth from facts, don't exaggerate, be pragmatic.
Only in this way can we attract the attention of HR and meet the requirements of the interview to the maximum extent.
How can I become a qualified resume in the eyes of headhunting consultants? The desired position is clearly marked.
In addition to personal basic information, when describing work experience, candidates should mark the time period, unit name, position, responsibility and performance in turn. Under the company name, we should also briefly introduce the company's business scope and target market to help recruiters judge whether they belong to talents in related industries.
After describing the employment situation of each unit, the applicant should write clearly the "reasons for leaving" so that the recruiter can know why you left. Some employers are very concerned about the stability of candidates … but sometimes the resignation of candidates is completely passive, such as the break of the unit's capital chain and the failure of investment … even the best employees have to leave; Write down the reasons so that the recruiter can understand you correctly. There is also a degree, and candidates can write from the beginning of college, marking the name of the university and the major they have studied.
Personal qualifications obtained in the workplace are a "plus point"! No matter what awards candidates have won in school or unit, such as "scholarships" and "outstanding employees", they must also write them down. Share a six-degree Bole network and look at the information of the workplace and headhunters.
How to be a qualified headhunting consultant? To be honest, this may be a bit mean. According to my judgment, at least 60% headhunting consultants in China are too poor to be headhunting consultants. To some extent, this is the sorrow of the industry. My biggest headache now is that it is difficult to find a good enough headhunting consultant. The speed of our own training can never meet the growth and demand of the industry. The impetuous society and the lack of professional ethics education have led many headhunting consultants to create problems instead of solving customers' problems. ……
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.
Definition of headhunting consultant+three categories+how to be a qualified headhunting consultant. Simply put, headhunting consultants are the business personnel of headhunting companies.
The threshold of headhunting consultant is very high, which requires keen vision, rich experience in sales and customer management, good communication skills and broad interpersonal network. The main operators of headhunting companies are mostly headhunting consultants, and some of them are HR professionals. They set up headhunting companies directly from enterprises. A good headhunting consultant should have rich experience and hold important positions in many enterprises, so as to provide valuable advice to talents and customers, or have a good background as a personnel manager, be able to provide career development guidance and interview counseling, and at the same time be able to bridge the gap between enterprises and talents and play a better coordinating role. Headhunting consultants are entrusted by clients to find talents, which requires them to reach not only the top managers of clients, but also middle and high-level talents in many industries, which requires them to dabble in clients' industries and have mature views on human resources and enterprise management.
Headhunting is a combination of human resources, psychology, sociology, marketing and other knowledge and skills. If you are a headhunter or a professional who is about to cooperate with headhunters, see what kind of headhunter consultant you or yourself belong to. Personal opinion, for reference only. Type A third-class consultant: Nuo Nuo is the only one who follows the lead and is diligent in doing things and neglects thinking.
Analysis: low efficiency, poor performance, frequent complaints from customers, dissatisfaction with leaders, sympathy for colleagues, and dismissal. It is difficult for people who don't like thinking or lack influence to gain a foothold in the headhunting industry.
Type B: opinionated, unwilling to communicate, blunt and reckless.
Analysis: Losing customers and help is easy to be regarded as old-fashioned, inflexible or inflexible, and is discouraged. Lack of necessary affinity and learning ability is a very bad deficiency for a headhunting consultant.
Type C: Diligent in thinking, negligent in doing things, gossiping and making excuses.
1. A good headhunting consultant has been engaged in headhunting business for at least five years, including more than three headhunting specialists with rich headhunting experience; 2. A good headhunting consultant should have rich experience and hold important positions in many enterprises, so as to provide valuable advice to talents and customers; 3. A good headhunting consultant should have a certain understanding of the demanding enterprises and positions, and be able to accurately understand the needs of the positions; 4. Good headhunting consultants can skillfully use various online tools to quickly find talent clues; 5. Good headhunting consultants have had good success stories and achievements; 6. Good headhunting consultants generally have a good working background in human resources and can provide career development guidance and interview skills.
How to be a qualified headhunting consultant can only tell you the prerequisites: dedication, modesty, focusing on the interests of others and aiming at achieving others.
How to write 1 on the resume of headhunting consultant, with prominent focus, fluent writing and no typos and uncommon words?
2. Grammar should be accurate, not lengthy, and the number of words should be controlled within 1000 as far as possible, so that the employer can read it as soon as possible so as to make a judgment as soon as possible.
3, pay attention to the format and paragraph division, supercilious, natural performance.
4. Emphasize your professional expertise, attitude and understanding of work, and show the positive side of your life.
5, seek truth from facts, don't exaggerate, be pragmatic.
How to write the self-evaluation in the resume of headhunting consultant mainly depends on work experience, such as self-evaluation, positive writing and good communication. The communication between headhunting consultants and candidates is also an important part.
Hello, headhunting consultant, this is Roger from Xiamen headhunting Baijun International.
1. The headhunting industry is in its infancy in China. Judging from the economic situation, the development speed is very fast and the future prospects are definitely good.
2. According to your previous work background, you must have an advantage, because headhunting consultants need communication skills and market development skills. 3. In terms of salary, it is a way to increase the basic salary. Generally, domestic wages are higher and the basic salary is lower. Senior headhunting consultants can earn an annual salary of 300,000.
4. The headhunting industry will definitely fight for contacts and information. Of course, headhunters are tired at first, because they have no resources at hand. I am not familiar with this channel.
Finally, I suggest you look at the size of this headhunting company first. If the scale is more than 30 people, it is also possible. Maybe you can't reach your current salary level at first because of the risks. Maybe you didn't finish 1 project in the first two months, or maybe you were lucky enough to finish 3 projects in 1 month.
The above answers are for reference only. You can come to our headhunting website sometime. If you don't want to work full-time, you can do it. Anyway, it is to use the contacts in your hands.
Why do headhunting consultants of Jinan headhunting company use resume guest talent pool to manage resumes? That belongs to our family. It is rich in resources.
What is a qualified operating resume? 1. Personal information: Name, gender, contact information (fixed telephone, mobile phone, e-mail address, fixed address) should be filled in, as well as date of birth, native place, political outlook, marital status, physical condition, hobbies, etc. Is optional, depending on the individual and the position you are applying for.
2. Academic content: graduation school, college, degree, major, class, city and country, then the degree and graduation time, professional courses (detailed transcripts can be attached), some minor courses that are beneficial to work and your graduation design.
3. My experience: The simple experience since college is mainly the experience of studying and working as a resume social worker. Some employers value what activities you have participated in after school, such as internship, social practice, volunteer work, student union, youth league work, clubs and other activities. Remember not to include experiences that have nothing to do with the job you are looking for.
4. Honors and achievements: including honors and scholarships such as "excellent students", "excellent student cadres" and "excellent league members", and you can also write down your own successful experiences (for example, completing the university by yourself). Or participate in national academic competitions and international competitions.
5. Job hunting desire: show what you want to do and what you can do for the employer. The content should be concise.
6. Attachment: individual award-winning certificates, such as photocopies of certificates of outstanding party member, league members and outstanding student cadres, photocopies of CET-4 and CET-6 certificates, photocopies of computer grade certificates, photocopies of published papers or other works, etc.
7. Personal skills: professional skills, IT skills and foreign language skills. At the same time, you can also list your skills certificates.