It's not easy for headhunters to find candidates, and it's also difficult to find candidates and arrange interviews. It's prone to various problems, which are summarized as follows.
1、 It's hard to match the spare time of both sides, especially when the candidate hasn't left and the enterprise is very busy, so the time of both sides often doesn't match. We need to constantly coordinate the time of both sides. We keep asking and coordinating. Both sides are a little impatient. I didn't expect such a simple thing to make me a mess. Once, the general manager of the enterprise wanted to interview a candidate, but the general manager himself often went on business trips. Once, he was ready to arrange the candidate to go to the company for an interview, but the general manager had to go abroad for half a month. When he came back, the candidate had gone to work in other companies. Later, the leader told me that a method was quite effective. As long as the recommendation report wrote down several interview time points for candidates to choose for Party A, or asked Party A to provide several interview time points for candidates to choose.
2、 The candidate agrees to interview and temporarily reneges to be a headhunter. After a long time, you will find that this situation is very common. It may be that the candidate's family does not agree to change jobs, or the candidate has learned other information and changed his mind, or there may be some objective reasons: such as time. In fact, most of these problems are due to the incomplete establishment of the trust between the headhunting consultant and the candidate. Let the candidate question or waver. If the consultant has completely won the trust of the candidate, he will take the initiative to communicate his doubts with you rather than just stand up.
In this case, try to find out the crux of the problem, solve the problem as much as possible and help the candidate answer his doubts. If it is for objective reasons, you can also make another appointment. Of course, a good way is to strengthen the relationship with the candidate to avoid this kind of thing.
3、 The interview didn't succeed, but there was a dispute over the travel fee. This problem occurred to a foreign customer. At that time, I didn't encounter such a problem, so I didn't pay attention to this detail. At that time, after the interview, party a felt that the candidate was not very suitable. A few days later, the candidate asked me to go to Party A to reimburse his travel expenses, a total of more than 2000. The customer thinks that the candidate should bear the travel expenses himself. At that time, I was entangled with this problem for a long time, which made me offend people on both sides.
From then on, when I meet with a foreign interview, I will first ask who will bear the toll, so as to avoid similar situations.
As for the headhunter to arrange the interview, before the interview, we should give the candidate interview guidance and try to avoid unnecessary problems. Headhunters must do a good job in coordination, whether it is the time of both sides, or the problems prone to appear in the interview, or the follow-up development after the interview, they should try their best to control.