Many professionals believe that if Shandong headhunters find him, he will get a higher reward. This is a mistake. Some professionals believe that the positions recommended by headhunters must be paid more, otherwise they will not consider the opportunity of headhunting recommendation. But if you turn down a headhunter's recommendation because your salary is not high, does that mean you will be paid more when you find a job? It's a wrong idea

　　一是求職者更關(guān)心獵頭手中的職業(yè)機(jī)會(huì)，一旦機(jī)會(huì)消失，雙方的聯(lián)系就會(huì)中斷。當(dāng)一位與這類獵頭公司有聯(lián)系的求職者被問及是誰(shuí)了他的工作時(shí)，他不記得是誰(shuí)了他。

　　First, job seekers are more concerned about the career opportunities of headhunters. Once the opportunities disappear, the contact between the two sides will be interrupted. When a job seeker associated with such a headhunting company is asked who recommended his job, he does not remember who recommended him.

　　另一方面，候選人和獵頭之間有一種信任關(guān)系。因?yàn)橛辛双C頭的信任，在跳槽的時(shí)候就可以找到獵頭，并在獵頭的幫助下進(jìn)行委托。這種獵頭一般屬于咨詢型獵頭。這種類型的獵頭會(huì)在候選人換工作后的幾年里記住他的名字，并且可以隨時(shí)參考他換工作的獵頭。

　　On the other hand, there is a trust relationship between candidates and headhunters. Because of the trust of headhunters, headhunters can be found and entrusted with the help of headhunters. This kind of headhunter is generally a consulting headhunter. This type of headhunter will remember his name in the years after the candidate changes his job, and can refer to the headhunter who recommends him to change his job at any time.

　　當(dāng)然，獵頭更愿意選擇后者。

　　Of course, headhunters prefer the latter.

　　對(duì)于一個(gè)候選人來說，從候選人自身發(fā)展的角度思考和刺痛是很重要的。這樣才能建立信任。

　　For a candidate, it is very important to think and sting from the perspective of the development of the candidate. This will build trust.

　　那么你如何與應(yīng)聘者溝通呢?從完善自身的基礎(chǔ)和內(nèi)涵入手。當(dāng)一個(gè)求職者跳槽時(shí)，重要的考慮因素必須是薪水。那么，你如何知道并管理求職者的薪資預(yù)期呢?

　　So how do you communicate with the candidates? First of all, improve their own basis and connotation. When a job seeker changes jobs, the most important consideration must be salary. So how do you know and manage the salary expectations of job seekers?

　　作為一名獵頭，管理候選人的薪資預(yù)期尤為重要。在薪酬預(yù)期方面，有必要找到一種方法，使候選人的薪酬預(yù)期回歸理性，以獵頭的技能贏得候選人的信任。

　　As a headhunter, it is particularly important to manage the salary expectations of candidates. In the aspect of salary expectation, it is necessary to find a way to make the salary expectation of candidates return to rationality and win the trust of candidates with the professional skills of headhunters.

　　當(dāng)求職者對(duì)加薪的期望超過30%時(shí)，作為獵頭，你需要仔細(xì)思考和判斷。如果你的候選人確實(shí)有這種能力，那就太好了。在許多求職者看來，跳槽是為了加薪，而不是削減當(dāng)前的薪水。如果獵頭公司不能提高和提高候選人的工資，他必須把他的工資期望恢復(fù)到一個(gè)合理的水平。只有這樣，獵頭才能在薪酬談判過程中占據(jù)主動(dòng)。

　　As a headhunter, you need to think and judge carefully when job seekers expect a raise of more than 30%. If the candidate you recommend does have that ability, that's great. In the eyes of many job seekers, job hopping is for a raise, not a cut in current pay. If the headhunter cannot raise and raise the candidate's salary, he must restore his salary expectation to a reasonable level. Only in this way can the headhunter take the initiative in the salary negotiation process.

　　以上就是山東獵頭公司對(duì)候選人理性定薪的方式詳細(xì)介紹，想要了解更多請(qǐng)點(diǎn)擊官網(wǎng)http://www.merkfinz.com

　　The above is a detailed introduction of Shandong headhunting company's rational salary determination method for candidates. To learn more, please click http://www.merkfinz.com