What do you usually pay attention to with headhunters or HR Consultants?
It's important to prepare for the interview. No matter how high your position is, you must know your industry background in advance. If a person who claimed to be interested in the industry in the interview could not name the three major producers of the industry, it would be impossible to lead the enterprise out of the industry crisis.
In addition, those looking for high paying jobs must be flexible in terms of pay and location in case they fail to find the ideal job.
Resume is the threshold that every job seeker must cross. Your resume must meet the requirements. A good education can prove basic professional skills, and senior management positions must live and work abroad.
Personal contributions must be reflected in the resume. For example, what is the specific impact of your current position on the company? Have you promoted some projects and made significant contributions to the development of the company.
In addition to their own jobs, headhunters often want to know whether candidates have worked as coaches or captains of sports teams, or in parishes. In addition, they are interested in what hobbies they have and whether they have some unusual language skills.
Recruiters usually don't read through resumes. In their opinion, a resume usually only needs one page of life track, plus two or three pages of major projects and job descriptions.
Recommendation is ideal for many headhunters. Everyone's work track will leave a mark on his colleagues and superiors. When a position is vacant, personnel consultants are usually notified.
Headhunters often contact references to understand the job and character of applicants.
Focus on potential
Large personnel consulting companies focus not only on the status quo of candidates, but also on their potential capabilities. For example, in the last round of candidate recommendation, many companies will conduct management reviews involving psychology to comprehensively analyze candidates' personality, cognitive ability, analytical ability, problem-solving ability and entrepreneurial potential. At this stage, they are often surprised. Some experienced managers often encounter difficulties in interpreting business metrics and finding the right conclusions.
Headhunters are often dissatisfied with job seekers who don't respect their former boss. Even if there are disagreements, they must be expressed in a reasonable diplomatic way. For example, "we have different ideas about our future strategy, and we have made our current choice."
Network image maintenance
You can't lose any direction, which includes records on the Internet. Senior managers should plan their personal network image from many aspects. Striking photos and radical political views are taboos. In a simple network check, this information is often unnecessarily highlighted.
Instead, it might be helpful to provide a clear profile on LinkedIn or Xing.
The last step to success
Headhunters usually prepare two or three candidates for a job and then hand them over to corporate clients for corporate interviews.
In this case, some candidates are eliminated because they are not personally involved in finding a new position, or because they do not have an assistant to help them master modern communication tools.
The above is a detailed introduction to Jinan headhunting company's emphasis on human character or ability. To learn more, please click http://www.garage-1.com