What characteristics do headhunters need in character?
Tough personality: you must be thick skinned and courageous. No matter what setbacks you encounter, how many people refuse your opportunities, including customers who constantly deny the people you give or constantly change their requirements. You must not give up and be not afraid of setbacks, because customers will always give headhunters what is difficult to do.
Smart and flexible: if you can't respond flexibly to the needs of customers, you can't make timely changes in a sudden change environment. At the same time, we should also pay attention to and deal with the changeable consideration results constantly put forward by candidates, which requires sharp prediction (or certain foresight). The ability of rapid response and early warning is the quality of headhunters.
Learning ability: liutou should often contact different customer job requirements. Some accept a task in the morning (never experienced before) and become half an expert in the industry and post in the afternoon. It is also a quality to quickly learn from all kinds of people from all aspects and channels.
Memory: many people ignore this, In fact, it is the ability to quickly accept, understand and store information in the brain (there are short-term and long-term). We look for many candidates every day. When a candidate calls, we should be able to respond at a time. Some headhunters do several cases at the same time or contact dozens of candidates a day, and they don't remember when to find a candidate for which position. This is our ability. Because you do 3, 4, or 5, 6 I don't think that if you operate more than 10 or even more than 20 positions at the same time, this memory will become more and more important.
Sense of responsibility and diligence: some consultants don't have a strong sense of responsibility. They leave after work before they find a good job as scheduled. This is a sign of lack of sense of responsibility. The customer is very anxious. Although he / she is also anxious, the worry is not reflected in the work effect. The sense of responsibility can be seen from an early age and can also be cultivated. For example, those who have been class cadres from primary school to university and have experienced the process of taking responsibility are generally more able to take responsibility than those who have not been class cadres. They are self-motivated and encouraged.
Careful consideration and implementation in place: we should consider things very carefully. Sometimes a little careless consideration or implementation in place will lead to the subsequent results.
Humanistic care: it is not a short-term interest contact to communicate with candidates. It should really reflect the concern for others and be willing to share and communicate with others. Some headhunters will be indifferent and think that they don't need this candidate, or they don't need to spend time managing it. This won't work. Relationships are long-term.
Humanistic care can also play a good role in short-term telephone communication.
Consultant temperament: consultants are people who can solve problems. After looking for someone, many people give the shortlist to the customer. They think they have finished it. Whether they find the customer satisfied or not, they think I have searched all over anyway. If there is no suitable one, it is not my problem. The consultant is to give the customer a final solution to the problem, and the solution given is feasible. Continue to communicate with the customer until the problem is solved - find the right person for the customer. (shortlist: a list of candidates for later selection) people who have done marketing in a certain industry for 3-5 years are very suitable for headhunters with good character and high integrity.
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