The entire process of headhunting business is shown in the following figure, which can be disassembled in 6 steps. Generally, when starting a career, the focus is on seeking information. Some companies will ask consultants to do the complete 6 steps, some will do the last 4 steps, and some will only do the third step.
Different companies have different strategies, understandings, and strategies for training talents.
To take a position, it is necessary to engage in sales oriented work with the company, introduce one's strengths and weaknesses, and obtain a position that matches one's stage and delivery ability. It is important to take too many positions, but not enough. If unsure, it is necessary to invest more research and learning costs.
Research positions involve both job background analysis and talent profiling. This part is generally led by the leader to work together.
The search section, understanding needs, finding people, etc., is the most time-consuming work for consultants, but it is only limited to the early stage, and will be fine in the future. Searching is also the most interesting part.
Recommend follow-up, which is the stage that best reflects the consultant's emotional intelligence, service awareness, and knowledge structure. How to better serve candidates and establish trust? Feedback is provided at this stage.
Interview arrangement, one principle: carefulness+consideration.
Entry tracking, complex work, patient work.