現在很多企業都會選擇和山東獵頭公司合作，獵頭公司也有很多，但是大家知道怎么選擇獵頭公司嗎？那么現在就由濟南順行人力資源管理有限公司帶你了解從哪些方面看出一個獵頭公司值不值的合作？

　　Now many enterprises will choose to cooperate with Shandong headhunting company. There are many headhunting companies, but do you know how to choose a headhunting company? Now let Jinan Shunxing Human Resource Management Co., Ltd. take you to know from which aspects to see that a headhunting company is not worth cooperation?

　　1、對接獵頭顧問經常換人的獵頭公司

　　1. Headhunting companies that often replace headhunting consultants

　　獵頭顧問流動率是判斷一家獵頭公司是否值得合作的重要標準之一：跟你聯系的獵頭顧問經常換人說明這家公司要么效益不好、要么制度糟糕而無法留住人才。而頻繁換人也導致獵頭顧問不會花多少時間來好好了解企業與候選人的需求?；蛟S對他們來說，早點讓人上崗就是唯一的目的。

　　The turnover rate of headhunting consultants is one of the important criteria to judge whether a headhunting company is worthy of cooperation: the frequent turnover of headhunting consultants you contact indicates that the company is either inefficient or has a poor system to retain talents. Frequent turnover also results in less time for headhunting consultants to understand the needs of enterprises and candidates. Perhaps for them, the only purpose is to let people go to work earlier.

2、不了解市場的獵頭顧問

　　2. Headhunters who don't know the market

　　獵頭顧問對于幫助候選人找工作是能夠提供極大的助力的：比如根據市場價位指導你的薪酬范圍、根據市場需求指出你的薄弱環節、詳細掌握目標公司及其面試官的背景給你針對性的建議。以上這些都做不到的獵頭顧問無疑是不合格的。

　　Headhunting consultants can provide great help to help candidates find jobs: for example, guide your salary range according to the market price, point out your weak points according to the market demand, master the background of the target company and its interviewers in detail and give you targeted suggestions. All of the above are not qualified headhunting consultants.

　　3、沒有掌握談薪技巧的獵頭顧問

　　3. Headhunting consultants who do not master the skills of salary negotiation

　　深圳獵頭公司認為，資歷較淺的獵頭顧問最常犯的一個錯誤就是把握不好討論薪酬的時機。如簡單地把簡歷上的薪酬信息發給雇主，卻大意的不對候選人的相關信息、優勢進行詳細說明，若候選人薪酬要求高于市場，則可能導致候選人純粹因為這個原因而出局。對于一名合格的獵頭顧問來說，應該備齊所有信息以證明求職者的薪酬要求合理，這對于面試官，尤其是候選人要求薪酬超出企業預算時尤為重要。

　　Shenzhen headhunting company believes that one of the most common mistakes that junior headhunting consultants make is that they can't grasp the opportunity to discuss compensation. For example, if the salary information on the resume is simply sent to the employer, but the relevant information and advantages of the candidates are not explained in detail, if the salary requirements of the candidates are higher than the market, the candidates may be out of the game purely for this reason. For a qualified headhunting consultant, all information should be prepared to prove that the salary requirements of the candidates are reasonable, which is particularly important for the interviewers, especially when the salary requirements of the candidates exceed the enterprise budget.

　　4、不懂得尊重你的獵頭顧問

　　4. Don't respect your Headhunting Consultant

　　候選人在與獵頭公司合作并提交簡歷前一定要確保獵頭顧問值得信賴，也應該要求獵頭在將你的簡歷投遞到一個新職位前征得你的同意。若不這樣做則可能導致一種個別不負責任的獵頭把你的簡歷不加區分地發給所有的客戶，這可能會一定程度上損傷候選人形象。

　　Candidates must make sure that the search consultant is trustworthy before working with the company and submitting their resume. They should also ask the headhunter to obtain your consent before submitting your resume to a new position. Failure to do so may result in an individual and irresponsible headhunter sending your resume indiscriminately to all clients, which may damage the candidate's image to some extent.