The first contact between headhunters and candidates is usually started by telephone communication. It can also be judged whether candidates are interested in the recommended positions through telephone communication. So how do you know the candidates' satisfaction with the recommended positions? Jinan headhunting company personnel will answer for you.
1. Cooperation degree of candidates
Recommendation work is mutual. Headhunters enthusiastically want to recommend positions, but candidates are not interested in it, which is useless. During the call, if the candidate is very cooperative with the headhunter's questions and is willing to make an appointment for the next time even if there is no time at present, there is an 80% chance that the candidate is interested in the position recommended by the headhunter.
On the other hand, candidates are very impatient with the headhunter's phone calls and speak with anger. Such candidates are likely to be out of luck. At this time, what the headhunter should do is hang up the phone, and then silently greet him in his heart.
2. Would you like to answer the phone
There are such people whose telephone numbers exist and can be reached, but no one answers. Headhunters will also encounter this situation in the process of contacting candidates. If they encounter this situation, they will be sentenced to death to a large extent. Of course, if you are not willing to be headhunter, you can play more times, which can make your heart die faster.
In another case, the first time I received a headhunter's phone call, there was still a chat, but when the headhunter called again, no one answered or couldn't get in. This situation means that headhunters have been blacklisted, which is also hopeless.
3. Judgment on candidate's ability
Headhunters should greet the candidate's work experience and project experience when contacting the candidate, which is actually a judgment on the candidate's ability. Most candidates are willing to talk about their past experience in the process of talking with headhunters. After all, it is a project completed by the candidates themselves, and they will have a sense of achievement in headhunting sharing.
Of course, a good headhunter should also listen to the candidates' failure cases to judge the candidates' shortcomings. Through the description of the candidate's work experience and project experience, the headhunter can judge whether the candidate's logic is clear, language organization and expression ability are concise and comprehensive.
How to know the candidate's satisfaction with the recommended position? We will explain the problems from three aspects, and hope to help you. For more questions, please come to our website http://www.garage-1.com Let's get to know.