How to be a good headhunter?

How to be a good headhunter? What qualities should a good headhunter have? Basil Com believes that a successful and excellent headhunter should have the following abilities.

1, with rich work experience

Because headhunters have to face not only the person in charge of human resources in the employer, but also middle and high-level talents in many industries, and those with rich work experience have an advantage. The so-called enrichment refers to having certain work experience and management background, and having the qualification and level to have equal dialogue and communication with middle and high-level personnel. At the same time, it is also the basis for grasping and judging talents.

2. Rich industry background

At present, many headhunting companies have their own specialized industries, and headhunting consultants need industry knowledge, product knowledge, industry background and prospect, industry operation mode, brand enterprises and their corporate culture in the industry, usual organizational structure, main departments and functions, key positions and responsibilities, business processes, etc. For example, to be a headhunter in the real estate industry, it is necessary to understand the real estate development process, major departments and functions, professional requirements of key personnel, and government departments related to real estate. To be an IT worker, you must understand the working mode of IT enterprises and master the technical parameters and development language of IT. Moreover, it is necessary to know which enterprises in the industry are brand enterprises (it is best to know the relevant situation) and the salary level of key positions, and keep abreast of the trends of middle and high-end talents.

These understandings of headhunting positions and job requirements are very beneficial to the judgment of headhunting candidates.

3. Extensive contacts

Without contacts, there is no headhunter. Headhunting requires headhunting consultants to have very rich contacts and resources, especially focusing on industry-related contacts, in order to meet the talent requirements of customers. Headhunters always have a feeling that "people hate less when they use it." Therefore, we should try our best to maintain and manage our interpersonal relationships.

4, network expansion and search ability

No matter how rich a person's contacts are, they are relatively limited. When the headhunter's talent pool and personal connections can't be satisfied, the ability to expand and search for personal connections appears. For the headhunting position of customers, we should be able to find the shortest path to find the relevant candidates in the shortest time. At the same time, you should often participate in related activities, including meetings, forums, clubs, etc.

This ability is particularly important for junior headhunting consultants and even plays a decisive role. This requires not only motivation, but also skills, adaptability and communication skills.

5, keen perception and accurate judgment

These two abilities include the perception of the corporate culture of the employing enterprise, the key and soft requirements for headhunting, the boss's own style and employing style, etc. It also includes the applicant's insight and judgment, as well as the grasp of whether it matches the employer. It really takes some effort to get a more accurate judgment through a short interview. This kind of kung fu is a process of accumulation.

Sometimes, executives who are at home in foreign companies may not stay in private enterprises for a month. This is the platform and soil, not the ability and quality, but the fitness. Therefore, the principle of suitability is the most important principle to judge whether talents and enterprises match.

6. Pressure resistance

All headhunting positions are difficult for customers to find, and it is quite difficult. Every headhunter in a headhunting company will have corresponding performance indicators and tasks, which is a bit like a sales company. This requires headhunters to have enough pressure resistance and endurance.

At the same time, we must often face many variables from employers and talents, such as changes in headhunting requirements, changes in positions, changes in entry time and even changes in treatment. There is also the variable of candidates. Once, a vice president candidate of a real estate project company was confirmed to be employed by a client and given a month to leave, but almost a month later, this person called and said that he didn't want to change for some reason. In a word, our team's efforts for several months have been in vain.

7, communication and coordination ability

Needless to say, communication and coordination skills need to face so many variables and coordinate customers and talents. Moreover, communication ability itself is the most basic requirement of sales staff.

8, professional ethics and professional consciousness

Headhunters have professional ethics, such as confidentiality principle, honesty principle, not packaging candidates, not malicious poaching and so on.

Headhunting actually belongs to the management consulting industry serving enterprises. Theoretically, it is necessary to provide expert consultation service. Without sufficient knowledge reserve, considerable quality and professional sense, it will not win the recognition of customers and talents, which is particularly important in the increasingly fierce headhunting industry.

9, human resources knowledge

Headhunters should have some knowledge of human resources, such as interview skills, career planning knowledge, hr module operation, etc., which is conducive to communication with the human resources department of the employer, recognition of customers and talents, and judgment and grasp of talents. When I interview candidates, candidates often ask for simple career planning guidance and suggestions.

10, good foreign language skills

If it is a headhunting company for foreign clients, headhunting consultants also need to have good foreign language skills, not only can read resumes in foreign languages, but also can write headhunting reports in foreign languages and communicate with clients and talents in foreign languages.

Therefore, it is definitely not possible to be a headhunter only by curiosity and momentum. At present, many fresh graduates are not suitable for headhunting, because there are still shortcomings in qualifications, contacts, industry background, grasp of people and ability to withstand pressure.