1, communication skills: Work is divided into work dealing with people and work dealing with things. Needless to say, the job of dealing with people requires high communication skills.
2. Interpersonal communication: dealing with customers, dealing with candidates and establishing a wide network of relationships.
3. Integrity: Commitment to meet customer service standards. After so many years, I deeply feel that headhunting is a conscientious job. However, it should be reminded that we should always observe the changes of customers while being honest to prevent customers from being dishonest. Attach importance to candidates, reply to candidates for success or failure, and keep in touch for a long time.
Another point is the difference between headhunters and general intermediaries: intermediaries are equal introductions, even if they are only for job seekers' employment; The purpose of headhunting is to choose a job for the candidate, hoping that he can improve his career. Therefore, the candidate should also sincerely introduce the enterprise and position, and help him analyze whether the position is conducive to his growth. Instead of blindly pursuing profits, it is better to try our best to convince enterprises how good they are.
4. Sales Skills: headhunting service is a business activity after all. Therefore, after summing up the past experience and lessons, we believe that it is flawed to simply be a headhunting consultant with human resources background. The sales skills here are not simple sales skills, but also a kind of sales consciousness-a kind of win-win service consciousness, a kind of consciousness of managing one's headhunting performance. It is difficult to quantify the value of human resources backup service as a job in enterprises. This kind of sales skills and awareness is more about understanding customer needs, trying to meet customer needs quickly, trying to safeguard their own interests and realize their own value.
5. concentration: people who are fickle, cold for ten days a day and anticlimactic are not suitable for headhunting consultants. The deeper you dive, the higher you rise. The internal training of headhunting consultants depends entirely on themselves, and external training alone can't solve big problems, so learning comprehension ability is very important.
6. Spontaneity: A good headhunting consultant must be a person who is good at self-management, can be spontaneous and has strong internal drive. This is because the job of headhunting consultant is a highly knowledge-based activity, the work edge is difficult to define, there are too many internal control nodes, and there are few tangible and representative things.
7. Problem solving: the ability to solve customers' needs (change+diversification), the ability to tap information, the ability to solve candidates' needs (change+diversification), business negotiation, etc. For headhunting consultants, it requires a high level of knowledge, social skills and flexibility.
8. Management Consulting: Headhunting belongs to the consulting industry, but many people regard it as a simple intermediary, and the China Municipal Government also classifies it as talent intermediary management. Foreign countries are included in the consulting industry-executive-headhunting consulting. In a complete headhunting service process, the employer's post setting, the applicant's annual salary and assessment will all involve consulting suggestions.
9. Attention to detail: the diversity and variability of demand, the characteristics of consulting industry to solve complex problems. All these make it difficult for those who are careless, careless and of low quality to enter the business-it is easy to get on the road and difficult to enter the business.
10, Coordination Organization: A good headhunting consultant may bring projects and organize evaluations, not to mention coordinating interviews and the like. It is also a science to quickly coordinate and arrange candidates to meet with customers.