因為職業(yè)的限定，獵頭與候選人雙方互為有用、有利關(guān)系，所以獵頭想引起候選人注意，好聊對方想聽的、有價值的內(nèi)容。那么獵頭和候選人聊哪些內(nèi)容才能打動候選人？山東獵頭公司來分析幾點。

Because of the limitation of occupation, headhunters and candidates have a useful and beneficial relationship with each other. Therefore, headhunters want to attract the attention of candidates and talk about the valuable content that the other party wants to hear. So what can the headhunter talk about with the candidate to impress the candidate? Shandong headhunting company will analyze the following points.

1、企業(yè)信息

1. Enterprise information

我希望了解這個公司我們外人不知道的信息，別和我說網(wǎng)上宣傳冊那種，你可以參考著說，但是網(wǎng)上的信息誰看不到，還用得著獵頭給我介紹嗎？我需要了解公司真正的文化以及老板的背景和性格。當(dāng)然你可以從這個企業(yè)在職或離職的員工那里了解。

I want to know the information about this company that we outsiders do not know. Don't tell me about the online brochure. You can refer to it. But who can't see the information on the Internet? Do you need headhunters to introduce it to me? I need to understand the real culture of the company and the background and personality of the boss. Of course, you can learn from the employees of this enterprise who are in service or leaving.

2、職位信息

2. Position information

我需要知道職位的基本信息也就是職位的名稱、匯報對象、下屬關(guān)系等等。這些看似很簡單的事情，但很多候選人都很關(guān)心這些。特別是匯報對象，匯報對象也是候選人未來的老板，只有對未來的老板了解之后，才能確定自己跳槽后，是否有更好的發(fā)展。

I need to know the basic information of the position, that is, the position name, reporting object, subordinate relationship, etc. These seemingly simple things, but many candidates are very concerned about them. In particular, the reporting object is also the future boss of the candidate. Only after understanding the future boss can we determine whether we will have better development after job hopping.

3、職位要求

3. Job requirements:

說一個案例，我們在按照JD找人時，發(fā)現(xiàn)連續(xù)的候選人都失敗了，再次來到企業(yè)那邊，除了溝通幾位候選人失敗的真實原因外，還又了解那些在和客戶溝通時，沒有了解到位的事情。通過了解，發(fā)現(xiàn)企業(yè)老板比較喜歡高學(xué)歷、大公司背景和形象氣質(zhì)必須過關(guān)的人選。但我們的前幾位候選人都是本科，也可能是老板拒絕的原因。之后，我們調(diào)整了方向，向該公司了一位有5年工作經(jīng)驗的博士，很快就被錄用了，并高于當(dāng)時給的薪酬水平。

Let's take a case. When we were looking for people according to JD, we found that all the continuously recommended candidates failed. When we came to the enterprise again, we not only communicated the real reasons for the failure of several candidates, but also understood the things that we didn't understand well when communicating with customers. Through understanding, it is found that enterprise bosses prefer candidates with high education, large company background and image temperament who must pass the examination. But the first few candidates we recommend are all from universities, which may also be the reason why the boss refused. After that, we adjusted the direction and recommended a doctor with 5 years of work experience to the company. He was soon employed and was higher than the salary level given at that time.

4、職位詳情

4. Job details

強調(diào)一點，一定要搞清楚該職位是新增還是填補空缺。如果是填補空缺，就要了解前任離職的原因。如果有條件的話，好和該職位的前任見面聊聊，這樣，你就知道自己改該如何幫助企業(yè)進行人才搜尋了。

It is important to make clear whether the position is newly added or filled. If you are filling a vacancy, you should understand the reason why your predecessor left. If conditions permit, it is good to meet and talk with the predecessor of the position, so that you can know how to help the enterprise in talent search.

5、薪資情況

5. Salary

遇到很多企業(yè)在讓獵頭幫助招聘的時候，都說薪資Open或只要有能力，薪酬不是問題。但是如果碰到這樣的企業(yè)，就要好好考慮一下不要合作。一定會因為薪酬的問題拒絕錄用候選人。薪酬，一定要了解薪酬的范圍，包括福利及福利的構(gòu)成、期權(quán)、休息休假、加班情況等等。

When many enterprises ask headhunters to help with recruitment, they say that the salary is open or that as long as they have the ability, the salary is not a problem. However, if you encounter such an enterprise, you should consider carefully not to cooperate. Candidates will definitely be rejected because of salary problems. In terms of salary, it is necessary to understand the scope of salary, including benefits and the composition of benefits, options, rest and vacation, overtime, etc.

6、面試流程

6. Interview process

這個是很多獵頭都忽視的問題，也是很多企業(yè)不愿意告訴獵頭的問題。因為企業(yè)本身都不知道誰來面試。特別是面試流程，一定要和企業(yè)了解清楚，這樣才能顯著我們獵頭更。

This is a problem that many headhunters ignore and many enterprises are unwilling to tell headhunters. Because the enterprise itself does not know who will interview. In particular, the interview process must be clearly understood with the enterprise, so as to make our headhunters more professional.

7、職位亮點

7. Job highlights

也就是能吸引候選人的地方是什么。如果一家企業(yè)連自己的大亮點都不知道，說明HR不，也說明這家公司除了薪酬職位，沒有什么能吸引人才加盟的點了。這樣就麻煩了，因為人才一般都不缺少機會，也不是特別缺少錢。如果沒有吸引他們的亮點，是很難說服他們跳槽的。

That is, what can attract excellent candidates. If an enterprise does not even know its own bright spots, it shows that HR is not professional, and it also shows that the company has nothing to attract talents except salary positions. This is troublesome, because excellent talents generally do not lack opportunities, nor are they particularly short of money. If there are no bright spots that attract them, it is difficult to persuade them to change jobs.

總之就是尤其是獵頭要展現(xiàn)自己的性，那么天馬行空的廢話就少聊。于聊點什么，我們可以互換角色，站在候選人視覺，就知道他們希望從獵頭這得到什么。更多信息獲取就來我們網(wǎng)站http://www.merkfinz.com咨詢了解吧。

In short, especially headhunters should show their professionalism, so there is less nonsense. As for what to talk about, we can exchange roles and stand in the vision of candidates to know what they want from headhunters. For more information, please visit our website http://www.merkfinz.com Consult and understand.