現(xiàn)在很多企業(yè)都會(huì)選擇和山東獵頭公司合作，獵頭公司也有很多，但是大家知道怎么選擇獵頭公司嗎？那么現(xiàn)在就由濟(jì)南順行人力資源管理有限公司帶你了解從哪些方面看出一個(gè)獵頭公司值不值的合作？

　　Now many enterprises will choose to cooperate with Shandong headhunting company. There are many headhunting companies, but do you know how to choose a headhunting company? Now let Jinan Shunxing Human Resource Management Co., Ltd. take you to know from which aspects to see that a headhunting company is not worth cooperation?

　　1、對(duì)接獵頭顧問(wèn)經(jīng)常換人的獵頭公司

　　1. Headhunting companies that often replace headhunting consultants

　　獵頭顧問(wèn)流動(dòng)率是判斷一家獵頭公司是否值得合作的重要標(biāo)準(zhǔn)之一：跟你聯(lián)系的獵頭顧問(wèn)經(jīng)常換人說(shuō)明這家公司要么效益不好、要么制度糟糕而無(wú)法留住人才。而頻繁換人也導(dǎo)致獵頭顧問(wèn)不會(huì)花多少時(shí)間來(lái)好好了解企業(yè)與候選人的需求。或許對(duì)他們來(lái)說(shuō)，早點(diǎn)讓人上崗就是唯一的目的。

　　The turnover rate of headhunting consultants is one of the important criteria to judge whether a headhunting company is worthy of cooperation: the frequent turnover of headhunting consultants you contact indicates that the company is either inefficient or has a poor system to retain talents. Frequent turnover also results in less time for headhunting consultants to understand the needs of enterprises and candidates. Perhaps for them, the only purpose is to let people go to work earlier.

2、不了解市場(chǎng)的獵頭顧問(wèn)

　　2. Headhunters who don't know the market

　　獵頭顧問(wèn)對(duì)于幫助候選人找工作是能夠提供極大的助力的：比如根據(jù)市場(chǎng)價(jià)位指導(dǎo)你的薪酬范圍、根據(jù)市場(chǎng)需求指出你的薄弱環(huán)節(jié)、詳細(xì)掌握目標(biāo)公司及其面試官的背景給你針對(duì)性的建議。以上這些都做不到的獵頭顧問(wèn)無(wú)疑是不合格的。

　　Headhunting consultants can provide great help to help candidates find jobs: for example, guide your salary range according to the market price, point out your weak points according to the market demand, master the background of the target company and its interviewers in detail and give you targeted suggestions. All of the above are not qualified headhunting consultants.

　　3、沒(méi)有掌握談薪技巧的獵頭顧問(wèn)

　　3. Headhunting consultants who do not master the skills of salary negotiation

　　深圳獵頭公司認(rèn)為，資歷較淺的獵頭顧問(wèn)最常犯的一個(gè)錯(cuò)誤就是把握不好討論薪酬的時(shí)機(jī)。如簡(jiǎn)單地把簡(jiǎn)歷上的薪酬信息發(fā)給雇主，卻大意的不對(duì)候選人的相關(guān)信息、優(yōu)勢(shì)進(jìn)行詳細(xì)說(shuō)明，若候選人薪酬要求高于市場(chǎng)，則可能導(dǎo)致候選人純粹因?yàn)檫@個(gè)原因而出局。對(duì)于一名合格的獵頭顧問(wèn)來(lái)說(shuō)，應(yīng)該備齊所有信息以證明求職者的薪酬要求合理，這對(duì)于面試官，尤其是候選人要求薪酬超出企業(yè)預(yù)算時(shí)尤為重要。

　　Shenzhen headhunting company believes that one of the most common mistakes that junior headhunting consultants make is that they can't grasp the opportunity to discuss compensation. For example, if the salary information on the resume is simply sent to the employer, but the relevant information and advantages of the candidates are not explained in detail, if the salary requirements of the candidates are higher than the market, the candidates may be out of the game purely for this reason. For a qualified headhunting consultant, all information should be prepared to prove that the salary requirements of the candidates are reasonable, which is particularly important for the interviewers, especially when the salary requirements of the candidates exceed the enterprise budget.

　　4、不懂得尊重你的獵頭顧問(wèn)

　　4. Don't respect your Headhunting Consultant

　　候選人在與獵頭公司合作并提交簡(jiǎn)歷前一定要確保獵頭顧問(wèn)值得信賴，也應(yīng)該要求獵頭在將你的簡(jiǎn)歷投遞到一個(gè)新職位前征得你的同意。若不這樣做則可能導(dǎo)致一種個(gè)別不負(fù)責(zé)任的獵頭把你的簡(jiǎn)歷不加區(qū)分地發(fā)給所有的客戶，這可能會(huì)一定程度上損傷候選人形象。

　　Candidates must make sure that the search consultant is trustworthy before working with the company and submitting their resume. They should also ask the headhunter to obtain your consent before submitting your resume to a new position. Failure to do so may result in an individual and irresponsible headhunter sending your resume indiscriminately to all clients, which may damage the candidate's image to some extent.