The entire process of headhunting business is shown in the following figure, which can be disassembled in 6 steps. Generally, when starting a career, the focus is on seeking information. Some companies will ask consultants to do the complete 6 steps, some will do the last 4 steps, and some will only do the third step.

不同公司的策略不同、理解不同、培訓(xùn)人才的策略不同。

Different companies have different strategies, understandings, and strategies for training talents.

拿職位，需要和公司進(jìn)行銷(xiāo)售型工作，介紹自己的特長(zhǎng)和缺點(diǎn)，拿到匹配自己階段和交付能力的職位很重要，拿多了做不好，拿少了不夠，拿不準(zhǔn)的要投入更多研究、學(xué)習(xí)成本。

To take a position, it is necessary to engage in sales oriented work with the company, introduce one's strengths and weaknesses, and obtain a position that matches one's stage and delivery ability. It is important to take too many positions, but not enough. If unsure, it is necessary to invest more research and learning costs.

調(diào)研職位，一方面是職位背景分析，一方面是人才畫(huà)像刻畫(huà)。這個(gè)部分一般情況是leader帶著大家一起做。

Research positions involve both job background analysis and talent profiling. This part is generally led by the leader to work together.

尋訪部分，需求理解、找人等，這是更耗費(fèi)顧問(wèn)時(shí)間的工作，但于前期，往后期就還好。尋訪也是更有趣的環(huán)節(jié)。

The search section, understanding needs, finding people, etc., is the most time-consuming work for consultants, but it is only limited to the early stage, and will be fine in the future. Searching is also the most interesting part.

推薦跟進(jìn)，這是更體現(xiàn)顧問(wèn)情商、服務(wù)意識(shí)和知識(shí)結(jié)構(gòu)的階段。如何更好的服務(wù)好人選，如何建立信任？都是在這個(gè)階段反饋。

Recommend follow-up, which is the stage that best reflects the consultant's emotional intelligence, service awareness, and knowledge structure. How to better serve candidates and establish trust? Feedback is provided at this stage.

面試安排，一個(gè)原則：細(xì)心+貼心。

Interview arrangement, one principle: carefulness+consideration.

入職追蹤，復(fù)雜的工作，耐心的工作。

Entry tracking, complex work, patient work.