Interview guidance is also a basic work of headhunting consultants. Headhunting does not simply talk about interview guidance, but needs candidates to understand it through practice. The purpose of interview guidance is to help candidates show their comprehensive quality perfectly, so that candidates can successfully pass the interview and complete more offers themselves. Once the candidate enters the client's company and starts the interview, we lose influence and control over the matter. There is no doubt that we should do something before the candidates go to the interview to ensure that the results will go beyond the set direction. A person will not experience too many interviews, any candidate's interview experience is insufficient, so interview counseling is essential. Headhunting consultants mainly coach candidates through the following aspects.

1、企业信息

1. Enterprise information

了解客户信息是面试辅导内容中很基础的一项，试想一下，假设猎头顾问都不了解客户信息，怎么去跟候选人交流？了解客户信息除了系统上的简略介绍，还有客户官网上的信息，假如仍是觉得不够细，能够再向项目负责人了解。客户信息主要：企业背景，规模公司团队架构示意图、行业情况、面临挑战以及招聘职位名称、职位位置（城市）、岗位招聘原因、薪资、期望何时上班、岗位说明

Understanding customer information is a very basic part of interview counseling. Imagine how to communicate with the candidate if the headhunter does not know the customer information? In addition to the brief introduction on the system, there is also the information on the customer's official website. If you still feel that it is not detailed enough, you can get to know the project leader again. Customer information mainly includes: enterprise background, scale, company team structure diagram, industry situation, challenges, job title, job location (city), job recruitment reason, salary, expected time to work, job description

2、企业方的公司文化

2. Corporate culture of enterprises

不要忽视给候选人做客户公司文化的介绍，猎头公司会提供候选人帮助了解企业达到成功面试，包含公司的理念、方针、领导人个性等，含蓄提醒候选人要依据客户方公司文化的请求留意面试时间、着装、交流方式的选择，而且给候选人一些策略性的建议，这么会让公司对候选人留个好形象，有“一见钟情”的基础，往后发展就更顺畅了。还有主张候选人人面试前要了解公司以及有关商品的信息。

Don't neglect to introduce the company culture of the client to the candidate. The headhunting company will provide the candidate with help to understand the successful interview of the enterprise, including the company's philosophy, policy, leader's personality, etc., implicitly remind the candidate to pay attention to the choice of interview time, dress and communication mode according to the request of the company culture of the client, and give some strategic suggestions to the candidate, This will allow the company to keep a good image of the candidates, have the foundation of "love at first sight", and develop more smoothly in the future. It is also suggested that candidates should know about the company and the products before the interview.

3、面试流程

3. Interview process

在面试前猎头顾问要提前告诉候选人每一轮面试的面试官的基本信息，然后是整理一下面试的流程，先是什么，然后是什么，在每一个阶段需要留意的东西是什么，比如先可能是毛遂自荐，毛遂自荐不能流水式叙说，要突出“卖点”，留意语速语调，该缓的时分缓，尽量突出与对方需求符合的地方。

Before the interview, the headhunting consultant should tell the candidate the basic information of the interviewer in each round of interview in advance, and then sort out the interview process, first what, then what, and what needs to be paid attention to at each stage. For example, it may be self recommendation first, which can't be described in flow style. It is necessary to highlight the "selling points", pay attention to the speed and intonation, and slow down the time, Try to highlight the areas that meet the needs of the other party.

4、候选人求职动机

4. Candidate's job search motivation

动机不同，得到的结果也就不同。候选人在回答企业的求职动机时，要站在企业的角度去思考问题，这样被录取的机会才大。比如“我十分看好贵公司所在的行业，而且这项工作很适合我，相信自己一定能做好”。

Different motives lead to different results. When answering the job search motivation of enterprises, candidates should think from the perspective of enterprises, so that they have a great chance of being admitted. For example, "I am very optimistic about your industry, and this work is very suitable for me, I believe I can do it well.".

5、候选人的职业规划。

5. Career planning for candidates.

一般在面试过程中，面试官都喜欢问你未来3-5年的规划。这一点主要考察你的是：①否对自己未来发展有没有明确的要求；②在侧面了解你在该工作岗位上工作的时间长短等。

Generally, in the process of interview, interviewers like to ask you about your plans for the next 3-5 years. This mainly examines whether you have clear requirements for your future development; ② Find out how long you have been working in this position.

6、薪资问题

6. Salary issues

许多候选人面试不顺利，很大的因素就是薪资问题，所以要特别留意。对于薪资，跟候选人阐明，公司不提，尽量不要主动提；公司提出时，可先如实说出自己的现在薪酬，再着重假如公司觉得合适的话能在这个基础上有所提高，或着重自己会经过自己的努力让薪酬到达自己的希望等；若遇到公司所说薪酬与咱们前期交流距离太大的状况，可回复面试官需要再思考，不要当场回绝，对于薪资猎头公司会跟公司谈论。

Many candidates interview is not smooth, a big factor is the salary problem, so we should pay special attention to it. For salary, clarify with candidates, the company does not mention, try not to take the initiative to mention; When the company proposes, it can first truthfully state its current salary, and then emphasize that if the company thinks it is appropriate, it can improve on this basis, or emphasize that it will make its salary reach its hope through its own efforts; If the company says that the salary is too far away from our previous communication, you can reply that the interviewer needs to think again. Don't refuse on the spot. The headhunting company will talk to the company about the salary.