How to communicate effectively with headhunters

How to communicate effectively with headhunters? 1. Be aware of establishing a long-term cooperative relationship with headhunters. As professionals, they should have their own career goals and look forward to higher positions and better development platforms. Many times headhunters can help you achieve this goal. Therefore, establishing a long-term cooperative relationship with headhunters is the consciousness that every senior person in the workplace should have. Therefore, when making a phone call, we should respect each other and maintain the relationship, which is the most basic.

2. Call the headhunters back in time, and do everything possible to make them stop working and listen to your statement, so that headhunters feel that you have handled it properly and are qualified to be their ideal candidate, or we professionals can communicate effectively with headhunters by phone in the future. Even if we like our current job and position very much, we can spend some time talking with them in the future.

When you are sure that the conversation with headhunters is thoughtful, you should take the time to understand the real intention of headhunters, whether to position yourself as an ideal person or to include yourself in your talent pool. Of course, in addition, it is also good for you to know whether the headhunting company is reliable and collect more information, such as where the headhunting company is headquartered, how long it has been established, and who its partners are.

4. If the headhunter tries to call you through someone's introduction to talk about the situation, then in the process of conversation, if you want to be their ideal candidate, the first thing you have to do is to think of them, think of them and be direct, such as asking them what I can do? You can talk about the specific situation first. In this way, you can judge whether you meet their requirements, or whether there are suitable people to recommend you.

After listening to the headhunters, I found that I was not suitable for the job they offered, but I just happened to think that someone in my circle of friends met the requirements. I might as well recommend myself as one of the talent search channels for headhunters. Doing so will make them very happy and willing to contact more in the future. If there is any good position, they will think of you first. After all, they have helped them, and they will treat you on the principle of reciprocity.

6. In the process of recommending talents, we should pay attention to confidentiality, mainly whether headhunters can keep secrets, and we should be careful not to lose more than we gain because the recommendation violates professional ethics and ethics. Therefore, we should pay special attention when recommending talents to headhunters, especially our colleagues, even good friends.

7. If you are very interested in the position they recommended, you can ask them to send you the job description by email, so that you can know your position in the industry. Headhunters have a comprehensive understanding of the employment situation in the industry, which can help us better understand whether our salary is reasonable, and even discuss the job prospects and help us analyze our career planning.

8. In either case, as long as you think you are interested in this position, you should clarify the following information before considering whether to interview. This information includes the specific work content, responsibility scope, reporting relationship, team size, what kind of experience the organization needs, work objectives and assessment methods, as well as the existing performance and business situation of the organization. Knowing this, we can judge whether further follow-up is needed and whether it is more suitable for interview.

How to deal with headhunters? Preliminary contact

Under normal circumstances, if colleagues are around during the call, it is not recommended to reply directly to headhunters "I don't think about it" or "I can't talk now", regardless of whether there is any intention to change jobs. If the time is convenient, it's best to tell the other person "I'm at work now" or "I'm not convenient now". A headhunter with a little better emotional intelligence will communicate with you by phone or text message at a rescheduled time without asking you to answer questions.

If you really don't plan to change jobs, you can answer the other person directly in the next unintentional phone call or text message to avoid being annoyed by headhunters ~

Two-way information confirmation communication

The next step is the formal communication with the headhunter.

Understand the company background, specific responsibilities, recruitment requirements, reporting relationship, salary range, etc. Through headhunting. At the same time, the headhunter will also ask you about your career path and current situation, job hunting motivation, responsibility scope, salary data, etc. This kind of communication is two-way. The headhunter only asks the applicant's professional identity without introducing the position, or the applicant only asks the position without introducing his own identity, which is a naked hooligan.

Accuracy of information. Most multinational companies will arrange professional background checks after the candidates interview. Therefore, at the beginning of contact with headhunters, you must not conceal any sensitive information such as your professional experience, salary data, education, etc., so as not to get into trouble in the formal background investigation.

Job description and resume update

If the headhunter asks for a formal position JD (job description), the JD of most companies is just "correct nonsense", and the real job details and background need to be known to the headhunter consultant. Through the introduction of headhunters and JD, measure your matching degree with the position.

If you feel that the position is not suitable for you through communication between the two parties, you can decline the position and then tell the headhunting consultant your career expectations: what industry, what position, what region, what product and what company. Let the headhunting consultant remember himself and will recommend you again as soon as there is a suitable position.

If you are really interested in the position and both judges meet the requirements of the position, you need to provide an updated resume on your own initiative. Most consultants who call you don't have your updated resume or even your resume, only your basic information. If necessary, try to modify your resume with the headhunting consultant (the headhunting consultant needs to modify your resume into a recommendation report and submit it to the human resources and employment department of the client company).

Your salary information must be presented on your resume. I have met more than one applicant who refused to provide salary data on the grounds that salary is private information and company salary is confidential. There are two main situations in which you don't want to provide salary data: the current salary is lower than the market level and you are worried about being too passive when talking about salary, or you are not open-minded and frank enough to trust headhunting consultants. Most headhunters will stop recommending similar candidates who refuse to cooperate.

The recruitment cycle of most positions is about 2 weeks 1 month. I often meet some candidates, hesitate after communicating the position, and wait for a month to express my intention. Often at this time, there is almost a suitable candidate for the position, and I miss the opportunity. So we must keep up with the pace of job recruitment.

Interview and salary negotiation

After fully communicating with you, the headhunter will update the resume, sort out the recommendation report and recommend it to the customer. If you are in the same city, most headhunters will try to interview you, and the two sides will fully communicate and understand. After the HR of the client company officially makes an appointment for an interview, most mature headhunting consultants will give you an interview counseling: tell the interview style and employment style of the company, the interview process, the interviewer style, and the problems that will be encountered in the interview. This link is simply a pre-test question.

Remember to give feedback to the headhunter consultant as soon as possible after the interview, and let the headhunter ask for interview feedback according to your interview situation.

In the formal salary negotiation stage, professional headhunters will make salary suggestions to customers according to your salary status, salary expectations and customers' salary budget, and most customers are willing to listen to the suggestions of headhunting consultants.

Code of practice for headhunting

Interview your headhunter. A good professional headhunter will know something about your position, your industry and even your company. An unprofessional headhunter knows nothing about the above. This headhunter has two shortcomings. First, he can't match you with the right position at all. Second, he can't explain your advantages to the company that wants to hire you.

In the communication with headhunters, the professional level of headhunting consultants is evaluated through the understanding of industry knowledge, the depth of customer cooperation and communication ability. When you meet a reliable headhunting consultant, you must write down the email address and telephone number of the headhunting consultant to leave a deeper impression on the headhunting consultant. When there is a good opportunity, the headhunting consultant will think of you for the first time.

Prepare an umbrella on a sunny day.

There are also three unexpected situations in the workplace: layoffs, salary cuts and company relocation. Don't run when you don't need a headhunter, you can't find it when you want to find a job. The author's many years' experience shows that the job-hopping of middle and high-level multinational companies mostly benefits from long-term cooperation with headhunting consultants. This is mainly because most foreign companies need headhunters to find their recruitment needs, and some companies even rarely post positions on open recruitment websites.

Most headhunting consultants like to work in positions above the manager/director level, not only these positions are at a new high. The more important reason is that most workplace managers keep polite and elegant communication, even if they have no plans to change jobs, they will decline, and there are few cases of slamming the phone and mocking.