The first contact between headhunters and job seekers usually starts with telephone conversation, which is not as intuitive as face-to-face conversation. Then, how does the headhunter get familiar with the candidate's willingness to recommend the position and infer whether the candidate is satisfied with the position? The company provides you with the following three aspects of discussion.

　　可以通過(guò)電話交談等方式來(lái)推斷應(yīng)聘者的語(yǔ)氣。如果候選人接聽(tīng)電話的聲音是一臉不耐煩的語(yǔ)氣，這樣的候選人成功的機(jī)會(huì)很小。即使有什么地方出了問(wèn)題，但如果這個(gè)問(wèn)題出在一個(gè)陌生人身上，少這種候選人的教養(yǎng)不好。相反，一些候選人的溫度和人口，沒(méi)有明顯的拒絕，即使現(xiàn)在不容易將談話獵頭再次同意，腳注候選人的談話將保持相當(dāng)強(qiáng)。

　　You can infer a candidate's tone by phone conversation, etc. If the candidate's voice is impatient, the chances of success are very small. If something goes wrong with a stranger, at least the candidate is ill bred. On the contrary, the temperature and population of some candidates have no obvious rejection. Even if it is not easy for the headhunter to agree again now, the conversation of footnote candidates will remain quite strong.

　　當(dāng)一家獵頭公司的候選人次創(chuàng)立相關(guān)時(shí)，就在候選人的實(shí)力上開(kāi)始了。經(jīng)過(guò)對(duì)情況的描述，熟悉了他做事的風(fēng)格、行動(dòng)邏輯、處理問(wèn)題的方式、團(tuán)隊(duì)合作的力度等，并且肯定了他是領(lǐng)導(dǎo)還是加盟。大多數(shù)人都會(huì)分享自己的成功故事，不妨要求分享另一個(gè)失敗的案例，這樣我們就可以推斷出短板、劣勢(shì)的候選人。之后，還可以得出結(jié)論，候選人是否邏輯清晰，詞語(yǔ)組合，表明實(shí)力是簡(jiǎn)的意思的詞語(yǔ)。

　　When the candidates of a headhunting company first establish a relationship, it begins with the strength of the candidates. After the description of the situation, I was familiar with his work style, action logic, way of dealing with problems, strength of team cooperation, and affirmed whether he was a leader or a franchisee. Most people will share their own success stories. Ask for another failure story, so that we can infer short and weak candidates. After that, it can also be concluded whether the candidates are logical and clear, and the combination of words shows that strength is the word of Jane.

　　獵頭公司對(duì)候選人的識(shí)別不僅要看候選人的實(shí)力，還要看候選人的價(jià)值觀是否與客戶企業(yè)相匹配，這也是獵頭公司在電話交談后進(jìn)行初步推理的需要。

　　The identification of candidates by headhunting companies depends not only on the strength of candidates, but also on whether the values of candidates match with the customer enterprises. This is also the need for headhunting companies to make preliminary reasoning after telephone conversation.

　　經(jīng)過(guò)初步的交談后，確定了候選人之后，再怎么將學(xué)歷越高，就需要進(jìn)一步尋找肯定熟悉的候選人，候選人包括印度教教徒的薪資狀況、對(duì)未來(lái)發(fā)展的狀況、客戶對(duì)企業(yè)的看法等等?？傊?，如何站在候選人的角度思考，更多的是作為候選人，以及在候選人的設(shè)置，使強(qiáng)化候選人的地位意志。

　　After the initial conversation, after determining the candidates, how to get a higher education level, we need to further look for candidates who are sure to be familiar with. Candidates include Hindus' salary status, future development status, customers' views on the enterprise, etc. In a word, how to think from the perspective of candidates, more as candidates, and in the setting of candidates, so as to strengthen the position will of candidates.

　　以上就是山東獵頭公司對(duì)電話交談透露的信息的詳細(xì)介紹，想要了解更多請(qǐng)點(diǎn)擊官網(wǎng)http://www.xindezhou.com

　　The above is the detailed introduction of the information disclosed by Shandong headhunting company in the telephone conversation. For more information, please click http://www.xindezhou.com