Headhunters like to "cook but not live", after all, more about the understanding of the enterprise, find people more easily. But headhunters shouldn't just choose companies they know or are famous for. They should broaden their horizons and focus on the overall situation. When it comes to serving new businesses, finding people is often not the most urgent task. Before that, headhunters need to know the business.
当面临你不了解的企业，一，你需求了解该公司的注册资金以及股东布景，股东的布景也是提名人是否优先考虑，优异的股东就比如给了提名人一颗“定心丸”。
When faced with a business you don't know, at the top of the list, you need to know the company's registered capital and the shareholder's background. The shareholder's background is also a priority for the nominee. Excellent shareholders give the nominee a "reassurance pill".
还需求看公司的树立年限，新公司有朝气，但内部安稳性需求调查；老公司相对安稳，但关于提名人的要求条件相对较多，已构成的企业文化，是很难改变的，需求提名人适应，在寻访过程中需求愈加用心。
Needs to see the establishment of the company's years, the new company is vibrant, but the internal stability needs survey; the old company is relatively stable, but the requirements for the nominees are relatively many, has formed a corporate culture, is difficult to change, the need to adapt to the nominees, in the process of visiting the need to be more attentive.
第二，分公司的规划直接决议公司的规划，人员数量也需求了解，现在的人数以及公司未来方案拓宽的人数，这些都是能够看出企业很多秘密的。别的，了解客户公司一年的猎头预算费用是协作的根底。公司产品，这是寻访提名人的根底，对的人选从产品开端，外加企业文化高层喜爱等等往往细够决议成败。
Second, the planning of the branch directly determines the company's planning, the number of personnel also needs to know, the number of people now and the company's future plans to expand the number of people, these are able to see a lot of Secrets of the enterprise. In addition, understanding the cost of headhunting budget for a year is the basis of collaboration. The company's products, which are the basis for visiting the nominee, the right person to start with the product, plus corporate culture high-level favorites and so on, often determine the success or failure of the details.
第三，公司之前是否与猎头公司协作过?是否有猎头参谋成单?成单职位是什么?以作参阅，能够断定这家客户是否有用，职位是否实在，以及竞争对手状况。优劣势：每一家公司都是优劣势并存的，前期了解有助于更精准的寻访提名人。职位：需求了解上级、平级、下级，公司的安排架构很重要，能让猎头参谋更精确的定位提名人，也能让提名人更明晰的了解职位的提升空间。
Thirdly, has the company worked with headhunting companies before? Is there a headhunting staff order? What is a single position? For reference, you can determine whether the client is useful, whether the position is real, and the status of the competitors. Advantages and Disadvantages: Every company has both advantages and disadvantages. Preliminary knowledge helps to more accurately search for nominees. Position: Need to know the superior, the level, the subordinate, the company's arrangement structure is very important, can let the headhunter staff more precise positioning of the nominee, also can let the nominee more clearly understand the position promotion space.

第四，需求了解公司概况。
Fourth, we need to know the general situation of our company.
a.公司概况：范畴，公司性质，注册资本，职工人数，树立时刻，开展历史，在职业中排名，优劣势，客户，供货商，竞争对手，总人数，出售额，利润率，职工口碑，公司姓名，地址，邮编，网站，交通道路，班车道路，安排结构图。
A. Company Profile: Professional Category, Company Nature, Registered Capital, Number of Workers, Setting Times, Developing History, Ranking in Career, Advantages and Disadvantages, Customers, Suppliers, Competitors, Total Number, Sales, Profit Rate, Word of Word of Word, Company Name, Address, Postal Code, Website, Traffic Road, Line Lane, Arrange the structure chart.
b.微观状况：生产线、产品、公司结构及总人数、主要高管及办理思路。
B. micro situation: production line, product, company structure and total number, main executives and management ideas.
c.联系人：姓名，部分，职位，电话，传真，邮件，手机（是否介怀通知部分经理的联系方式）。
C. Contacts: Name, part, position, telephone, fax, mail, mobile phone (if you mind notifying part of the manager's contact information).
d.商业活动：品种，职业，在国内出售的主要产品是哪些？
D. business activities: variety, occupation, what are the main products sold in China?
e.方案：未来一年的开展。
E. programme: development in the coming year.
f.职工状况：整个公司英文水平怎么，流动率怎样？
F. employee status: how is the English proficiency of the company as a whole? What is the turnover rate?
职位薪水与提成点数也是很根底的问题。提名人：性别、年纪、作业年限、办理年限、方针公司(希望从哪家公司来)、软性本质(性格、家庭布景等)。操作参谋：接下来是团队中是否有适宜的参谋操作此职位，猎头参谋不是的，扬其所长才干发生更大的价值。操作方向、提名人储备都是衡量的规范，对参谋担任，也对客户担任!
Salary and royalty points are also very fundamental problems. Nominator: gender, age, length of schoolwork, length of service, policy company (from which company you wish to come), soft nature (personality, family background, etc.). Operational Staff: Next is whether there is a suitable staff in the team to operate this position, headhunting staff is not omnipotent, to develop their talents to produce greater value. The direction of operation and the reserve of nominees are the norm of measurement. They are also responsible for the staff.
信息能够选用两个途径查询：
Information can be querying in two ways:
一，从网上查询材料；
First, inquire about materials from the Internet.
第二，关于企业的信息猎头也能够到相关部分进行查询，正规的企业在工商部分都有信息存案。
Secondly, information about the enterprise headhunter can also go to the relevant parts of the inquiry, formal enterprises in the business sector have information on the record.