招人千萬(wàn)別瞧不起網(wǎng)搜，把網(wǎng)絡(luò)渠道的簡(jiǎn)歷庫(kù)用到，也是一種能力。

Don't look down on online search when hiring, it is also an ability to use the resume database of online channels to the extreme.

誤區(qū)1：只會(huì)從用人部門給的JD里摳關(guān)鍵詞

Myth 1: Only picking keywords from JD provided by the hiring department

找人前一定要做需求分析，職位為什么產(chǎn)生、需要這個(gè)人來(lái)什么問(wèn)題、能做這件事的人可能在哪里。有了目標(biāo)公司和立體的人才畫像，尋訪才有了靈魂。

Before looking for someone, it is necessary to conduct a needs analysis, including why the position is created, what problems the person needs to solve, and where the person who can do it may be. With a target company and a three-dimensional talent portrait, search has a soul.

畢竟不是所有候選人都會(huì)寫簡(jiǎn)歷，或按照用人單位對(duì)職位的理解和心意寫簡(jiǎn)歷。做好需求分析，有助于我們充分展開(kāi)聯(lián)想，甚在關(guān)鍵詞的設(shè)置上打破常規(guī)，終找到能勝任崗位的人。

After all, not all candidates will write resumes or follow the employer's understanding and intentions of the position. Doing a good job in demand analysis can help us fully develop associations, even breaking the norm in keyword setting, and ultimately finding someone who is competent for the position.

誤區(qū)2：條件設(shè)置太寬泛，上來(lái)先從幾百個(gè)人里海選，且每一次搜索都沒(méi)做到窮盡

Myth 2: The setting of conditions is too broad, selecting from hundreds of people first, and each search is not exhaustive

尋訪要有巧勁兒，千萬(wàn)別干成體力活。對(duì)獵頭尤其如此，獵頭行業(yè)是典型的‘快魚(yú)吃慢魚(yú)’，誰(shuí)能又準(zhǔn)又快地找到人就算誰(shuí)的，畢竟企業(yè)只要1個(gè)人。

Search with ingenuity and never do manual work. This is especially true for headhunting. The headhunting industry is a typical 'fast fish eat slow fish', and whoever can find people accurately and quickly is considered whoever, after all, the enterprise only needs one person.

網(wǎng)搜的條件設(shè)置要由窄到寬，前期盡量精準(zhǔn)，幾十個(gè)人里實(shí)在沒(méi)合適的再擴(kuò)大范圍，并且做到每一次搜索都窮盡，把后一頁(yè)后一個(gè)人溝通完，沉淀的簡(jiǎn)歷都了、排除了，再換搜索條件，不留遺憾。

The conditions for online search should be set from narrow to wide, with as much accuracy as possible in the early stage. There are really no suitable options for expanding the scope among dozens of people, and every search should be exhausted. After communicating with each person on the next page, the accumulated resumes should be activated or excluded, and then the search criteria should be changed without leaving any regrets.

誤區(qū)3：過(guò)度關(guān)注候選人目前活躍度、期望薪資等限制條件

Myth 3: Overfocusing on the current activity and expected salary constraints of candidates

使用招聘網(wǎng)站，有兩個(gè)核心作用，，用數(shù)據(jù)精準(zhǔn)找人、找到能勝任崗位要求的人，而不是找積極換工作的人；第二，用人找人，找到目標(biāo)公司里認(rèn)識(shí)目標(biāo)人選的人，讓對(duì)方為你轉(zhuǎn)介紹。

Using a recruitment website has two core functions. Firstly, using data to accurately find people and find people who are capable of meeting job requirements, rather than finding people who actively change jobs; Secondly, hire and find people who know the target candidate in the target company, and have them introduce you.

于人才近期是否活躍、目前title、期望薪資，都不重要，人的想法是可以被影響的，說(shuō)服對(duì)方改變心意，本就是獵頭/HR的工作。

As for whether the talent has been active recently, their current title, and expected salary, it is not important. People's thoughts can be influenced. Persuading others to change their minds is already the job of headhunting/HR.