What is the process recommended by the headhunter? What do you need to pay attention to as an interviewer?
5 thoughts on “Is the interview of the headhunter in general? The headhunter calls to contact the shortage of the job interview and discuss. What do you need to prepare?”
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The biggest difference between headhunting interviews and personnel interviews is that personnel only need to match and evaluate the conditions of the candidate and the job, and to identify whether the other party is suitable and vacant positions through various effective methods; for the headhunter, interviews and candidates are used for interviews and candidates It is particularly important to build respect and trust in order to cooperate for a long time. Headhunters can be divided into the following steps for candidates' interviews:
First: understand and analyze the hard and soft conditions of candidates to see if they can meet the requirements of customer companies.
It hard conditions such as the life of work experience, the nature of the company in the past, the specific responsibilities, the professional skills, the degree of English, and the computer capabilities of the company can weigh from the comprehensiveness and authenticity of the other party.
The comprehensiveness can be understood by letting the other party state and questioning; authenticity can be evaluated through behavioral interview methods. The behavioral interview method is based on the full analysis of the target position, clearly define the key qualities required for the position, and then detect behaviors related to the key qualities related to these requirements in the past experience of the interviewer. Samples are evaluated to candidates at the level of competent traits. Through questions about the candidate scene, goals, actions, and results, to understand and judge the other party's behavior in similar scenes in the future.
It soft conditions such as leadership ability, team cooperation, communication ability, hard work, optimistic and positive, dare to take responsibility, etc. For different positions, you can set up different soft conditions. You can observe and set some scenarios and ask questions.
If down, 80%of the conditions are more satisfying. Of course, it is possible to find that the other party does not meet the conditions of the customer company, but in terms of comprehensive quality, it is very good and can enter the next link.
If: Question and guidance of career planning
, on the one hand, understanding the other party's understanding of themselves, whether there are clear goals, and feasible channels. On the other hand Give guidance on the entire market and talents, to establish a professional image and trust, and lay the foundation for future contact.
Is about professional planning, you can do as follows: What ideals do you want to achieve? What kind of character do you want to be? What do you want to do most? What is your favorite job? How do you feel at the original company?
What do you help you work in the original company? What is your expertise?
What expectations for your family to you? What job opportunities do you have to choose from? After understanding, how to guide it:
For career planning and design, including 6 aspects: First, the analysis of self -occupational personality;
is to determine the professional goals; the third is to determine the standard of success;
Fourth is to formulate a road plan for career development; fifth, clear training and preparations that need to be carried out; six are about the approximate time arrangement.
A effective career design needs to meet the following conditions: a full understanding of yourself and the environment;
The actual goals, including personal value orientation, interest, ability, and expectations; implementation appropriately Career strategy;
The most important thing is to keep feedback and correct the goals to adapt to the changes in the environment.
learned about the content and conditions of these career design, and combined with the headhunter's own grasp of the market and talents, it is not difficult to make some good suggestions for each other.
If you think that the other party is suitable for the conditions and their understanding and planning, you can make the next step. Step 3: Introduction and stimulation of candidates' interests.
The introduction of the customer company is divided into three levels. First, the basic situation of the company's basic situation, such as scale, development process, performance in China, address, etc.; second, the advantages of the company; third,, third, Indicates the weakness that the company may have. In the second step, I also started to work at the same time to stimulate the interests of candidates. In the previous understanding and communication, I already know the expectations of the candidate for the future company. It can be satisfied, and even if it is beyond.
In steps in the third step, because the company always has a strong place, instead of entering the candidate to find and then leave to make the headhunter passive, it is better to explain it before, just explain or instill a concept, no one is nothing Family companies can be perfect, as long as it is suitable for the place where you pay special attention to.
The on the one hand, on the one hand, candidates will feel that the headhunter is considering the problem from their own perspective, which enhances trust. On the other hand, let the candidate look forward to the customer company and remove some unrealistic fantasies. , Try to treat the next job objectively and rationally in the guidance of the headhunter.
The fourth step: resume guidance and interview guidance.
The resumes written by candidates may not seem to be professional in the headhunter. If the prominent places are not prominent, there are too many parts of the part, and the place to be said to be ignored. The establishment of a person is guiding. Based on the company's hard and soft conditions of the position, re -correct and supplement the resume, and make reasonable packaging.
is another one, which is the guidance of the interview. Some candidates rarely participate in the interview. They do not know the basic issues that should be noted in the interview, such as clothing, etiquette, mentality, behavior during the interview, and may Some specific requirements, such as the personality that needs to be more lively, so you can guide the other party to talk more, ask more questions, and even some interviewers' personal preferences, do not like candidates to make up, do not like the taste of perfume, etc. People can make prompts and suggestions for details in this area.
If in the interview, pay attention to the role conversion. In the first step, listening is mainly listened to let the other party talk more; in the first half of the steps, the second half is listening. Make suggestions, of course, as the qualifications deepen, you can emphasize professional identity; the third step is mainly considered from the perspective of a friend, plus some professional analysis to let the other party recognize; the fourth step must be used as a professional consultant to carry out a professional consultant. Guidance, kindness and affection in tone.
I I think, the purpose of the interview with the candidate is on the one hand, on the one hand, that is, I hope that this recommendation will be successful, and on the other hand, it is long -term interest. The other party can also make effective recommendations, and even we can become friends, enter the interpersonal circle of the other party. For us, we have more effort.
This headhunter interview skills
three dangerous pits planted by the middle management personnel
■ The response strategy did not change due to people during the interview
The more important role. Many interviews are caused by the inconsistency of the employment of the Chinese and foreign bosses in the enterprise. Among them, the Chinese boss passed, and the cases of the foreign bosses could not reach every. Chen Wei reminded candidates that managers usually use different management methods for different employees. During the interview, candidates should adopt different interview strategies for different interviewers.
This boss is more implicit, and the foreign boss is more direct. For example, how do you solve the same problem -how do you solve it when you encounter difficulties in management? Many candidates always use the background of this matter before and after, telling the other party to complete the task under how difficult it is, all the answers are for the other party to guess and understand, not a single knife straight into. Tell the other party directly. The foreign owner has been asking there, "Why don't the candidates answer my question?". In the face of foreigners for interviews, the correct approach is to tell these questions first, and then give an example to explain.
The candidates who often make the above errors are mostly about 40 years old and older. Their growing social environment has always told them to be humble, so they are often planted in this aspect. For people around 30, they fail less in this regard, and people of these age often answer questions.
■ During the communication, the key points cannot be grasped
The method of introducing themselves when introducing themselves. For example, American companies often like candidates to talk about their work experiences, and start with the recent work of candidates; European companies often like to follow the way, from the beginning of graduation to work to the current work. Regardless of the way of telling, it is very important to highlight the work experience related to the job job. Chen Wei said that for example, candidates should apply for a position of an ERP director, focusing on management, not technology, but often technical personnel who are technical, who are technical, talk more about the technical work he had worked in the past, and I just mentioned it with management.
The candidates often do not know that they should pay attention to the skills when they introduce themselves. They always grasp their eyebrows and cannot highlight their focus. Some candidates do not even know where they should focus on.
In general, since the headhunter can value candidates, they often value their work experience in recent years, and match the positions required by the company. If the candidate has not worked in this field for a long time, the headhunter will not value each other. Therefore, the introduction of the last two tasks of the candidate is the focus of my own introduction.
■ Only knowing that the knowledge of fur is revealed
some candidates. After working for many years, they often come into contact with some advanced concepts and management models. They often only know fur, and they do not necessarily practice in work for a long time. But sometimes they often write things that they only hear or see others but have not tested themselves in their resumes. Often are places with these details. Sometimes, foreigners who meet the interviews often seize a problem and discuss these contents with candidates in depth. But candidates are often easily asked "pour" at this time. Such interview results are bad for candidates. Enterprise recruiters sometimes unilaterally amplify this problem. This type of push is doubts about other skills of candidates and even professional ethics. Chen Wei said that in her work experience, she has been exposed to many such cases.
The people who have the above problems are mostly middle -level managers, especially technical personnel and finance personnel. Senior executives generally do not have such low -level errors. Chen Wei suggested that the candidate's skills that are not deep in himself. Don't write in your resume. Do not "move your stones and smash your feet."
Coltage failure causes
. Different from middle management personnel, the defects that occur during the above 3 points of interviews rarely appear in the executives. Chen Wei said that from the perspective of her many years of operation, the reason for the failure of executives is often in the aspects of not matching the candidate candidates and the enterprise, such as the business culture of the management style that does not match the customer, not suitable for customers' corporate culture, and development ideas. With the management strategy that is not adapt to customers and so on. When the basic ability of the candidate is equivalent, and sometimes even, it is determined by the preferences of the last shooting.
In young headhunters, because they have just been exposed to the headhunting industry, when they encounter a slightly suitable executive candidate with customers with customers, they often have the psychology of "getting the basket as a dish". This is a headhunter consultant. In the early stage, this industry made mistakes. In this way, it is very irresponsible for candidates and companies.
Chen Wei said that when communicating with senior executive candidates, they generally do not talk about resumes. It is to exchange information about the industry's information, the development trend of the industry, and management skills and abilities. The company's background and customer background.
The headhunter process is like this. We will first use the resources in our hands to help companies lock in related human resources in the entire market, such as competitors, similar jobs and contents; afterwards, we will contact you with you. The content of the conversation will involve you. In the last 2 to 3 work units, which part of you are responsible for? What personal skills do you have? We will match positions based on your situation and position in your hands. This is the first part. After that, you will ask your job search goals, the motivation of resignation, and the scope of annual salary. Your job search enthusiasm, this is the second part; the third department will simply communicate the family situation, the environment of life and work, and shorten the distance between each other; if the job fit is more than 70%, then we will help the candidate will do it to do it for The company makes a recommendation. If there is an interview arrangement, it will make more specific communication on your question, or talk about it.
The interview process needs to prepare the following points: first, the authenticity of information. Our consultant fee is to charge the company, and it is free to recommend jobs for you, so there is no cooperative relationship between the conflict of interest, so there are some situations that can be assured of the headhunter. If you don’t want the company to know During the conversation, I told the consultant to help your consultant. Please help me keep confidential in the early stage. The advantage of the operation is that we can stand in a more favorable position when communicating with the enterprise, because the headhunter consultant understands your situation and knows that you know your situation, know that Where is your bottom line, so you have to be sure to fight for your greatest interests; second, it is the image. Whether it is a telephone interview or a face -to -face communication, a rational speech will make the other party easily accept and resonate; don't worry, express everything you can think of, do not repeat one thing, the atmosphere can be humorous and humorous At one point, you need to make yourself look neat when you face face to face.
The above two points are needed to be noticed when communicating for the first time. How can the two or three sides be communicated with your consultant after the next two or three sides. They will give you some reasonable and practical suggestions. Because we are consultants, the responsibility of the consultant is to understand the problem, analyze the problem, and put forward the constructive opinions of the problem solving, so do not put on a high posture, and do not just do it, treat each other as an old friend you have n’t seen for a long time.
If what else do you want to know about the headhunter, please ask me to ask me.
1. Opportunities
people often make a mistake, thinking that the opportunity is waiting for themselves here.
The opportunity is fleeting.
The headhunter recommendation positions should be a chance to choose one of millions of people. While you are honored, you must take it seriously. In this case, the headhunter recommends positions. Most people do not do in -depth understanding and consider considerations. If they do not reply within 24 hours, 90 % are not considered. Please remember that you must answer your headhunter as soon as possible when convenience. I am afraid that you do not consider the position, you must make it clear. In this way, the headhunter thinks that there is a good opportunity to recommend it to you.
The time in time, timely, at any time, or strive for interview opportunities: Now large companies often adopt multiple channels recruitment, and some find several headhunting assistance. Do not actively participate in the headhunter process, it can only be "thousands of sails on the side of the boat, Wanmuchun in front of the sick tree". In addition, the general vacancy positions are deadline, and the position should be closed and will not wait for someone.
2, resume
If you are interested in your position, please write a resume as soon as possible and send it to the headhunter as soon as possible (preferably within 4 hours). Some people think that the resume is simple, and there is no need to write too much. Some people also took out the previous resumes and bred the headhunter. This is not very appropriate.
The resume should be plump, flesh and blood. At least the following parts: personal information, work experience, education experience. The most important work experience includes companies, starting time, title, work responsibilities, projects, achievements, and reasons for departure. Among them, work responsibilities are the most important, reflect what you have done in the company. Job responsibilities generally can usually be about 7-8.
Please note: In fact, good resumes are targeted. You should modify the resume according to the requirements of the recommended positions. Do not show your resume, of course you are professional or related. The resume should reflect some of the keywords mentioned in the "job needs" through the description of the specific work, such as: what kind of people in this industry, how long do they have done? Work, etc.
This headhunters look at people's resumes all year round, especially when choosing resumes in the sea, they will only spend as little as possible in a resume to quickly exclude candidates who are obviously inappropriate. At this time, if your resume is too simple, or if there is no relevant keywords, it will be quickly turned off. Of course, the long -term discussions that have nothing to do with work are even more meaningful than the former.
The headhunter should make the "Recommended Report" according to the resume and position requirements. Each report should highlight your "selling point" to the greatest extent, but do not expect the headhunter to fabricate the conditions for you. For example, the "Recommended Report" is a exquisite root carving, but your resume should be a prototype tree root with carved value.
3. Interview
If a headhunter notifys you Phone Interview or Face Interview, congratulations, you can enter the first level.
This there is a lot of things to pay attention to, even if you think you are an interview master.
Make in interviews includes the introduction of the company that is familiar with the headhunter, and you can go to the website to search for the company's information.
The research position requirements, targeted preparation. See where you are your own advantages, where to be weak, and how to express it.
Mamily the company's location, remember the interview time.
The interview, please format, time, politeness, smile, look at each other, watching people's eyes and speaking.
respects others. There are candidates who feedback this: "I don't understand anything for the interviewer", "their technology is not as good as me ----". Even if you are really better than them, please be humble, maybe they are discussing your response at a low posture.
The interview talk is simple and direct, and there are more to say, without less. Of course, some things need to be euphemistic and euphemistic.
The company is very concerned about the reasons for the candidate's departure, because no company hopes that his employees are in a hurry and hurried.
S several situations often encountered by headhunters:
This is too far away from home -everyone is unwilling to waste too much time on the wheels. But why did you promise to go to that company at the beginning? You have persisted for a few years, how do you pay attention to too far from home now?
The pressure -modern fast -paced society requires a good pressure. What should you do if the job pressure is also great?
The task is too high to complete -the standard is similar to others, and can be completed. Will you come to our company's performance?
Family reasons ---- wife or husband do not support it. Will you support you in our company in the future?
The company is not working well, the boss is not good -saying that your company or your boss is not good, and you are taboo.
Is when you ask your career development direction, you may think that this problem is very big and you can graffiti at will. Please consider it carefully, can the job provided by the headhunter really achieve your "great ambitions"? You need to know that some positions need very much, but some positions actually need Sure Footed. If the position requirements are focused on doing specific things, you have to say that you want to do it and want to be a manager. How can you succeed?
Is when you encounter several people interviewing you in turn, this situation is often like going to the Buddha Temple, and the Great Buddha is behind. Don't think that you will relax at the end, you need to maintain a good state to stick to the last level.
4, other
If you receive an offer, the subsequent program will be the contact person of the original company. Colleagues and/OPES will be used to do background investigations. You can say hello to them in advance. Generally, you can pass it here, but you should also take it seriously.
The secrets of your own conservative change of work. Before 200 % of the matter, the headhunter does not want you to disclose the situation of finding a job, and the headhunter does not want to bring you any trouble. Even if you get an offer, it is good to stick to it for a while, because the accident may happen.
The headhunter contacts many people every day. Memory sometimes has great errors. When communicating at any time, you may not think of who you are or treat you as another person. Please remind the headhunter in time. To contact the headhunter, it is best to inform what the name is and what the last time I said.
If the headhunter issued a report or there is no information within a week after the interview, please take the initiative to call the headhunter to understand the situation.
It's not difficult, you are right, it's not difficult. If you are not suitable, it is not difficult.
I is a senior consultant. I usually communicate with the candidate for a few minutes. Ask a few questions, I can judge whether the candidate is suitable and whether it is matched with the position. ---------- Jiangxi Le hiring headhunter
1. Job search intention
2. The degree of matching of the target position
3. Reasonable salary requirements can have the salary certificate of the original unit (the bank flow of the bank in the past three months)
4. Consultant communication, his suggestion is the most important