In fact, the headhunter industry will absorb some interns. In fact, interns have many advantages, such as executive ability, learning ability, conditioning and so on. The most important thing in the enterprise is the execution of the interns, because in the absence of work experience, the work of ensuring quality is the most important, but many of them are entered. New people always feel a little out of the mind.
One, how to integrate into
The headhunter industry is not a high threshold industry, it is basically a wide entry, so it is difficult to enter the industry. The new headhunter must be careful to learn the content of the company training. It has a general understanding of the industry. The training of the company is more important, because it covers business process, business method and industry. Business thinking, and so on, with the initial model, it is necessary to enter the next stage, that is, a large number of industry news, such as the company listed, the company for mergers and acquisitions, the company's products on the headlines and so on. The more these things accumulate, the more you talk about later on. So a lot of continuous accumulation.
Two. Try to learn to see a resume
Many headhunters search for key words, which is not really good, because many people have intersecting technology, for example, many languages will be used in senior engineer's work. Therefore, the new person should have a certain self-study ability, the position involved in the operation should be understood as far as possible, or to find the relevant information on the Internet to sweep the blind.
Three. Preparation before the phone
It's normal to meet some newcomers when they communicate with the candidate on the phone. In fact, this is also normal, because there are many unpredictable problems in the phone. At this time, try to do a lot of homework and get a job, carefully understand the customer's expectations for the position, the budget and the hardness of the position. Sex requirements, such as: the position is existing or new, if it is the position to be asked before the position of the person is what the background, how the style is, how the previous performance and the reasons for leaving the job. If it is a new position, we should ask why the new position, what are the responsibilities of this position, what is the reporting line of superiors and subordinates, and so on. Whether the company has the Target Corp, salary and welfare, the core competitiveness of the company and other issues to be asked as clear as possible, because this is the capital of your telephone confidence, tension, confusion mainly originates from the unpredictable things of the control ability is relatively weak, so the phone must do full work before the phone.
Fourth, we must be honest, do not know is not know, absolutely not fool.
In many cases, new headhunters will exaggerate the budgetary capacity of the client company and raise the candidate's salary expectations, but the company has no such high budget at the end of the day.
There are a lot of uncertainties, but when the client is a larger company, we can't talk about certain uncertain benefits.
There are also reports on the online personality and background of subordinates and other information, do not know is not know, do not talk about.
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