Ask yourself, can you be a headhunter?
Headhunters provide high-end talent services for enterprises. As long as there are high-end talents in the world and enterprises need high-end talents, headhunting will not be out of date.
People around you often ask, what kind of conditions should a headhunter have? Can I be a headhunter in your company? What are the characteristics of headhunters? Can I be a headhunter?
Because headhunters have to face not only the person in charge of human resources in the employer, but also middle and high-level talents in many industries, and those with rich work experience have an advantage. The so-called enrichment refers to having certain work experience and management background, and having the qualification and level to have equal dialogue and communication with middle and high-level personnel. At the same time, it is also the basis for grasping and judging talents.
Many headhunting companies have their own specialized industries, and headhunting consultants need industry knowledge, product knowledge, industry background and prospect, industry operation mode, brand enterprises and their corporate culture in the industry, usual organizational structure, main departments and functions, key positions and responsibilities, business processes, etc.
For example, to be an IT headhunter, we should understand the working mode of IT enterprises, master the technical parameters of IT and develop languages. Moreover, it is necessary to know which enterprises in the industry are brand enterprises, the salary level of key positions, and keep abreast of the trends of middle and high-end talents.
The storage of this information by headhunters is more conducive to the accurate analysis and judgment of positions and candidates.
Without contacts, there is no headhunter. Headhunters need to have very rich contacts and resources, especially those related to the industry, in order to meet the talent requirements of customers. Headhunters always have a feeling that "people hate less when they use it." Therefore, we should try our best to maintain and manage our interpersonal relationships.
No matter how rich a person's contacts are, they are relatively limited. When the headhunter's talent pool and personal connections can't be satisfied, the ability to expand and search for personal connections appears. For the headhunting position of customers, we should be able to find the shortest path to find the relevant candidates in the shortest time.
This ability is especially important for junior headhunting consultants. This requires not only motivation, but also skills, adaptability and communication skills.
It is not easy to be a headhunter, and it is even more difficult to be an excellent headhunter. In order to find a candidate who is more in line with the requirements of the employer, headhunters need to have keen perception and judgment, and through communication with the candidate, judge whether the candidate and the employer are the best match, and then decide whether to recommend. In this way, after layers of judgment and careful choice, I am responsible for the applicant and the employer.
All headhunting positions are difficult for customers to find, and it is quite difficult. Every headhunter in a headhunting company will have corresponding performance indicators and tasks. This requires headhunters to have enough pressure resistance and endurance.
At the same time, we must often face many variables from employers and talents, such as changes in headhunting requirements, changes in positions, changes in entry time and even changes in treatment. There is also the variable candidate. Give the confirmed candidate a month to leave, but almost a month later, the candidate calls and says that he doesn't want to change for some reason, and a word may make the team's efforts for several months go to waste.
Needless to say, communication and coordination ability, in the face of so many variables, it is impossible to communicate if you want to coordinate customers and talents, and communication ability itself is the most basic requirement in the workplace. No matter what job or position you are engaged in, you need good communication and coordination skills.
Headhunters have their own professional ethics, such as confidentiality principle, honesty principle, not packaging candidates, not malicious poaching and so on.
To be exact, headhunting is actually a management consulting industry that serves enterprises and can provide expert consulting services. Without sufficient knowledge reserves and good professional quality and ethics, it is impossible to win the recognition of customers and talents, which is particularly important in the increasingly competitive headhunting industry.
Headhunters should have some knowledge of human resources, such as interview skills and career planning knowledge, which is not only conducive to communication with the human resources department of the employer, but also conducive to enhancing the sense of identity between customers and talents, and more conducive to your own judgment and grasp of talents.
In order to locate talents more accurately, the consultants of Xiaobo Company often meet with candidates. After in-depth communication, the counselor will give the candidates systematic career planning guidance and suggestions, and it is also necessary to help the candidates with pre-interview counseling.
Proficiency in foreign languages is a plus for any job. If you are facing a headhunting company with foreign customers, headhunting consultants need to have good foreign language skills, not only to read resumes in foreign languages, but also to write headhunting reports in foreign languages and communicate with customers and talents in foreign languages.
Many young people may be confused when they first enter the workplace, and it is not clear whether the choice is appropriate. Some people even hesitate. What occupation is it suitable for? The problem itself is a false proposition. How can you make a choice out of context without trying deeply and approaching your career?
If you want to be an excellent headhunter, you can't just rely on curiosity and momentum. According to the statistics of big data, talents in the headhunting industry can generally verify whether they can become a good headhunter after six months of familiarity with workflow, mastery of necessary skills and study of professional knowledge.
Any industry is traceable. For headhunter Xiaobai, from easy to difficult, step by step, focus on one industry, be good at learning from senior predecessors, learn from industry elites, ask more questions and think more. After mastering the basic professional knowledge, go out and get in touch with some candidates and customers, apply the theory to practice, and have a deeper understanding of enterprises and candidates.
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