Today, I would like to share my summary with you. I hope you can give me your valuable advice when reading the article.
Preparatory work:
According to the existing data, please refer to the fifth article of this column-"Doing job analysis in this way to quickly improve the success rate"
Summarize the companies and positions to be introduced, condense them into several basic points, and find the attractive points of the companies or positions.
Learn as much as possible about the candidate, make clear the key points of your call, and it's best to figure out which questions to ask in advance. Obtaining information purposefully can improve work efficiency and reflect your professionalism.
Remember not to provide information you don't know at will, and promise to ask each other before telling them.
General words:
-Hello, are you * * *?
My name is Hardy, and I am a consultant of headhunting company. I have a position I want to communicate with you. Is it convenient for you now?
It is important to ask whether the candidate is convenient, because the candidate is probably not particularly convenient to communicate with you. If you go straight ahead, you will only make the candidates doubt your professionalism.
B: it's inconvenient Can I call you later? I will call you back when it is convenient for you.
Be sure to call after setting the time to avoid giving the impression that the applicant is not punctual.
-(convenient), explain your purpose. Entrusted by the enterprise, you are looking for talents in * *. Are you looking for new job opportunities recently?
Here is mainly to judge the applicant's current status and whether he is looking for new job opportunities. Are you actively looking for new job opportunities, waiting and seeing, or are you just stable and ignoring opportunities?
-(No consideration), won't you consider job opportunities without asking which company it is?
Don't hang up in a hurry, the main thing is to let the topic continue, get more information, explore the reasons for not considering new opportunities, and find the pain points of candidates.
Ask candidates why they don't consider job opportunities. For example, is it because things are going well now? What position do you give you here? What is your main direction of attack? On the one hand, we can learn more about the current company, on the other hand, we can find the pain points of candidates, which can be the point to convince candidates to see job opportunities.
It doesn't matter if I don't consider this opportunity. I still have many opportunities in the direction of * *. Of course, the job level is different, and I'm not sure about the possible details of some projects I'm not responsible for, but you can send me your resume first and I'll help you match the right opportunities. Or what business opportunities are you interested in? I help you pay attention to them (note here that they can be used as a source for you to expand BD information), because I am in this field.
-(under consideration) The candidate probably won't take the initiative to say that he is considering it, but will ask which company you are in.
Once the candidate mentions this issue, you need to change from passive to active. Throw some materials to the candidates appropriately, and then quickly switch to understand the current situation of the candidates.
-The company that entrusted me is * *, mainly looking for talents in the direction of * *. Are you in the direction of * *? * * Is software your main tool? How big is the team you manage? How many people are there in your current company? Is there a division here? According to what, this project?
The problem is specific, and it is easier to get information if you are organized. It is also convenient to screen out completely unqualified people on the phone and improve efficiency.
This article is a basic speaking skill. I will write another article later about what information is needed to recommend a candidate and how to systematically understand the information of a candidate so that the candidate on the phone can be stereoscopic. Please pay attention.
After understanding the will and position, judge whether the candidate is worthy and willing to recommend.
Is there anything else you need to know about this position?
If the candidates don't have any questions to ask, it may mean that they are not interested in this opportunity or even don't care at all. In this case, you should be wary of the candidate's wishes.
Under normal circumstances, candidates should have some questions to clarify. And often from the questions of candidates, we can find the main concerns of candidates, and even find a lot of "internal information" of candidates.