People are pushing behind any job, so what kind of people are headhunters now? A recent research report released by Gulu headhunting software shows that:
(1) headhunting status:
At present, the managers of headhunting companies in China are 46 years old when they start a business or become partners or managers, and the youngest is only 22 years old, with an average of 3 1 year.
(2) headhunting company scale:
Headhunting companies with less than 10 employees occupy about half of the market share, and headhunting companies that can stabilize the scale above 100 employees still belong to the market.
It is such a group of headhunting companies and headhunting practitioners who are helping everyone find suitable opportunities and platforms. The resumes recommended by headhunters are more likely to attract the attention of enterprises, at least the reading rate of HR will be greatly improved, and headhunters can also give some better suggestions to job seekers according to their own understanding of enterprises in interviews and later negotiations.
What are the skills in dealing with headhunters? How on earth can headhunters help you find a good job? Let the headhunter find you.
1, first of all, you should actively expose yourself and hang your resume.
It is necessary to put more websites with active headhunters. Excellent recruitment websites will attract many experienced headhunters, and the recommendation success rate is higher. Hunting Network, Hunting Network, 5 1job, LinkedIn, Weibo, and some professional recruitment websites.
Keywords should be put in your resume.
The so-called job keywords are well-known companies and job titles. Pay attention to the layout of keywords in the resume content, so that headhunters can quickly search for you. Don't write some vague content to ask the headhunter's understanding ability, so that the headhunter can easily understand your general experience.
3. Interact with headhunters.
Once you come into contact with headhunters, pay attention to selecting some experienced headhunters with whom you can talk and have more interactive communication, so that headhunters can have a better understanding of your software and hardware conditions, and let headhunters think of you first when they come out of the position, and they are more willing and confident to help you make recommendations!
Let the headhunter help you.
1, interview counseling.
Senior headhunters will do comprehensive interview counseling before the interview, including the interviewer's style, frequently asked questions, interview points, clothing, bus routes and so on. Helping candidates have a general understanding of the company's style, and focusing on the elements that the company wants in a short interview can greatly improve the success rate of the interview.
2. Salary negotiation.
There is a beautiful misunderstanding about salary. Is it necessary to raise your salary when you change jobs? The answer is not necessarily! For example, a second-tier company in the same position changes jobs to a first-tier company, and Party B transfers to Party A, or changes jobs and so on. In the cooperation with headhunters, candidates and headhunters are a community of interests. Headhunters certainly want to help candidates talk about an ideal salary. But the right one is the best.
During the negotiation, we should pay attention to the salary range and salary structure that the company can provide for this position through headhunting. These two points are very important. Within a certain salary range, candidates can try to talk to headhunters about the maximum amount. The way of salary payment determines what strategies candidates should adopt to talk about salary, such as higher monthly salary or higher annual gross income. These are all skills in detail, but the piling up of details determines the quality of the whole offer.