Many people think that headhunting companies must have high requirements for talents, at least education is the key. In fact, not all of them are. According to headhunters' understanding, generally headhunting companies will determine the target candidates according to their job requirements. In addition to this, there are three aspects that all positions must have, such as the following three points:
1. Working ability
When it comes to headhunting companies, what problems do they care about when they are looking for talents?? According to the analysis of headhunting work experience, one of them is the working ability of talents. When a headhunting consultant recommends a candidate to an enterprise, the enterprise will ask to know the performance of the candidate in the previous company, and the headhunting consultant will obtain this information by means of background investigation.
For example, the headhunter will call your colleagues to know how you behave; Or call your leader to know how your work performance is and whether you are satisfied. Some headhunters even go to see what the candidates have said and what the media reports on the candidates to get to know each other.
2. Job hunting attitude
According to the well-known examples of headhunters, some headhunting consultants of headhunting companies will find out the real reasons for a candidate's resignation through various channels and methods in order to analyze the candidate's personal attitude towards job hunting. Because the reason of a candidate's leaving can often reveal his own attitude towards job hunting. If a candidate changes his job because his career development is limited, it can be seen that the candidate has a clear goal for his career planning.
Most of the time, headhunting consultants know about candidates in order to improve the matching degree between candidates and positions. If the candidates do not meet the standards in some aspect, they may be eliminated by enterprises. Therefore, when headhunting companies are looking for talents, they are more concerned about the candidates' intentions, what the enterprises have to attract candidates, and so on.
3. Professional loyalty
Loyalty has always been emphasized as professionalism in any industry. Therefore, when headhunting companies are looking for talents, they are also very concerned about candidates' professional loyalty. As far as headhunters know, generally, people who change jobs more than once a year will not be considered by headhunters, because for headhunters, the job stability of candidates who change jobs frequently is poor, which will bring potential risks to the recommendation of headhunters.
In addition, headhunting companies cooperate with enterprises, and the recommended candidates have a guarantee period. If the candidate leaves within 3-6 months, the headhunting company needs to continue to recommend the candidate to the client. The key point is that if the candidate leaves the company within the guarantee period, it will have a bad impact on the headhunting company. Therefore, the headhunting company will pay special attention to these three issues when it is recruiting talents.