With the development of headhunting industry, the group of headhunting staff is becoming stronger, and headhunting companies need to be improved. Financial technology headhunters think that to improve headhunting companies, they need to stabilize their own development, need headhunting talents, and constantly cultivate new headhunters. How can a headhunting company acquire headhunters? How to cultivate new headhunters?

　　猎头公司怎样获取猎头人才？

　　How can headhunters acquire headhunters?

　　1、加快认同企业文化

　　1. Accelerate the recognition of corporate culture

　　猎头公司怎么取得猎头人才？怎样培育猎头新人呢？小编以为，当新人刚刚踏入公司难免会对感到生疏，难以快速的融入团队氛围。这将会对猎头新人接手新的工作造成必定影响，若是猎头新人不认同企业文化也很难在企业长期开展下去。

　　How can a headhunting company obtain headhunters? How to cultivate new headhunters? Xiaobian thinks that when new employees just enter the company, they will inevitably feel strange and difficult to quickly integrate into the team atmosphere. This will have a certain impact on the new recruiters to take over the new work. If the new recruiters do not agree with the corporate culture, it is difficult to carry out in the enterprise for a long time.

　　所以，建议猎头公司迎来猎头新人的件工作就是向他介绍公司的组织架构，并快速融入团体。且猎头公司也能够组织相应的训练，猎头新人经过一系列的训练会更快的了解并了解企业文化，以快速取得猎头人才。

　　Therefore, it is suggested that the first job for headhunters to welcome new recruits is to introduce the organizational structure of the company to them and quickly integrate into the group. And the headhunting company can also organize corresponding training. After a series of training, new headhunters will understand and understand the corporate culture faster, so as to obtain headhunting talents quickly.

　　2、拟定工作规划

　　2. Work plan

　　猎头公司怎么取得猎头人才？怎样培育猎头新人呢？在猎头看来，刚参加公司的猎头新人稳定性较差，大部分原因是缺少方向感，对未来没有很明确的规划。没有确定的工作方针往往会导致猎头新人苍茫，不能集中自己的力气朝一个方向跨进。这样一来，很难在职场上有较大的打破。

　　How can a headhunting company obtain headhunters? How to cultivate new headhunters? In the eyes of headhunters, the stability of new headhunters who have just joined the company is poor, most of which is due to the lack of sense of direction and lack of clear planning for the future. There is no definite working policy, which often leads to the confusion of new recruits and can't concentrate their efforts to move in one direction. In this way, it's hard to break in the workplace.

　　所以，在职场资历深沉的资深猎头应该依据猎头新人的性格特点、擅长技能以及单薄方面对新人进行剖析，帮忙新人拟定工作规划。当猎头新人有了方针之后就会削减苍茫愈加具有朝着工作方针行进的动力，这样能够帮助猎头公司培育猎头人才。

　　Therefore, senior headhunters with deep professional qualifications should analyze the new recruits according to their personality characteristics, skills and thinness to help them make work plans. When new headhunters have a policy, they will reduce the boundless and increasingly have the motivation to move towards the work policy, which can help headhunters cultivate headhunters.

　　3、为新人供给训练机会

　　3. Provide training opportunities for new people

　　据小编了解，在许多猎头公司大多资深猎头都不乐意把机会给猎头新人，由于他们忧虑新人会把工作搞砸。可是他们通常会忽略一点就是假如不给机会给新人，那他们就会很难成长。且一味地灌注理论知识，不让新人参加实践的话，他们也只能在原地踏步。

　　According to Xiaobian, most senior headhunters in many headhunting companies are reluctant to give opportunities to new headhunters, because they are worried that new recruits will screw up their work. But they usually ignore that if they don't give opportunities to new people, it will be very difficult for them to grow. And blindly infuse theoretical knowledge, do not let new people participate in practice, they can only step in place.

　　因而，为培育更多的猎头人才，猎头公司应该多给猎头新人实践的机会，更多的给与新人鼓励，让他们英勇的尝试。猎头新人经过不断的实践能够取得丰富的经历，这些经历将会为他在未来的工作开展道路上打好基础，同时也为猎头新人成为猎头人才的道路上供给支持。

　　Therefore, in order to cultivate more headhunters, headhunting companies should give more opportunities to new recruits to practice, more encouragement to new recruits, and let them try bravely. After continuous practice, new recruiters can gain rich experience, which will lay a good foundation for their future work, and provide support for new recruiters to become headhunters.