What characteristics do headhunters need in character?

个性坚韧：一定要脸皮厚，胆子大，无论遇到什么挫折，多少人拒绝你的机会，包括客户不断否定你给的人或者不断改变要求，一定要有不放弃，不怕挫折，因为客户总会把难做的给猎头做。

Tough personality: you must be thick skinned and courageous. No matter what setbacks you encounter, how many people refuse your opportunities, including customers who constantly deny the people you give or constantly change their requirements. You must not give up and be not afraid of setbacks, because customers will always give headhunters what is difficult to do.

聪明灵活：不能够灵活应对客户的需求，就不能在突变的环境中，进行及时地改变。同时还要关注和应对候选人不断提出的多变的考虑结果，这需要进行敏锐的预测（或者一定的前瞻性）。快速应变和提前预警能力是猎头的素质。

Smart and flexible: if you can't respond flexibly to the needs of customers, you can't make timely changes in a sudden change environment. At the same time, we should also pay attention to and deal with the changeable consideration results constantly put forward by candidates, which requires sharp prediction (or certain foresight). The ability of rapid response and early warning is the quality of headhunters.

学习能力：六头要经常接触不同的客户职位要求，有的上午接受了一个任务（以前从来没有经验），下午就能变成行业和岗位的半个了。能够快速地从各个方面各种渠道向各种人学习，也是素质。

Learning ability: liutou should often contact different customer job requirements. Some accept a task in the morning (never experienced before) and become half an expert in the industry and post in the afternoon. It is also a quality to quickly learn from all kinds of people from all aspects and channels.

记忆力：很多人忽略了这一点，其实就是一种信息快速接受理解和存储在大脑的能力（有短时和长时之分）。我们每天找很多候选人，当某个候选人打来电话，一时间要能反应过来。有的猎头同时做几个case或者联系几十个候选人以后，人家打过来她都不记得是什么时候为哪个职位找的候选人了，这个都是的能力。因为你做3、4个，或者5、6个职位不觉得，如果你同时操作的职位是10几个，甚超过20多个，这种记忆力就越发重要了。

Memory: many people ignore this, In fact, it is the ability to quickly accept, understand and store information in the brain (there are short-term and long-term). We look for many candidates every day. When a candidate calls, we should be able to respond at a time. Some headhunters do several cases at the same time or contact dozens of candidates a day, and they don't remember when to find a candidate for which position. This is our ability. Because you do 3, 4, or 5, 6 I don't think that if you operate more than 10 or even more than 20 positions at the same time, this memory will become more and more important.

责任心和勤奋：有的顾问责任心不够强，人还没有如期找好，下班就走人了，这个是没有责任心的表现。客户急得要命，他/她虽然也急，担并没有表现在工作效果上。责任心是从小就能看出来的也可以培养的。比如从小学到大学就一直做过班级干部的，经历过承担责任的过程一般就比较没有担任过班级干部的更加能够承担责任，属于求上进的，接受鼓励型。

Sense of responsibility and diligence: some consultants don't have a strong sense of responsibility. They leave after work before they find a good job as scheduled. This is a sign of lack of sense of responsibility. The customer is very anxious. Although he / she is also anxious, the worry is not reflected in the work effect. The sense of responsibility can be seen from an early age and can also be cultivated. For example, those who have been class cadres from primary school to university and have experienced the process of taking responsibility are generally more able to take responsibility than those who have not been class cadres. They are self-motivated and encouraged.

思虑周详执行到位：要非常细致考虑事情，有时候有一点点考虑不周全，或者执行不到位，都会导致后面的结果前功尽弃。

Careful consideration and implementation in place: we should consider things very carefully. Sometimes a little careless consideration or implementation in place will lead to the subsequent results.

人文关怀：不是短期的利益接触，才与候选人沟通，要真的体现对别人的关心，愿意与人分享和沟通。有的猎头人会比较冷漠，认为没有需要这个候选人就不管了，或者也没有必要花时间管了，这个是不行的。关系是要长期培养的。

Humanistic care: it is not a short-term interest contact to communicate with candidates. It should really reflect the concern for others and be willing to share and communicate with others. Some headhunters will be indifferent and think that they don't need this candidate, or they don't need to spend time managing it. This won't work. Relationships are long-term.

人文关怀在短期电话沟通中也可以起到很好的作用。

Humanistic care can also play a good role in short-term telephone communication.

顾问气质：顾问是能够问题的人。很多人在找完人之后，就把shortlist给到客户，觉得自己已经做完了，不管是不是找到客户满意的，觉得反正我已经都找遍了，没有合适的就不是我的问题了。顾问是要给到客户终问题的办法，并且给到的方案是可行的。要不断与客户沟通后继续进行，直到把问题-找到合适客户的人。（shortlist：供后挑选用的候选人名单）在某个行业做过3-5年营销的人，人品好，诚信度高的人非常适合做猎头。

Consultant temperament: consultants are people who can solve problems. After looking for someone, many people give the shortlist to the customer. They think they have finished it. Whether they find the customer satisfied or not, they think I have searched all over anyway. If there is no suitable one, it is not my problem. The consultant is to give the customer a final solution to the problem, and the solution given is feasible. Continue to communicate with the customer until the problem is solved - find the right person for the customer. (shortlist: a list of candidates for later selection) people who have done marketing in a certain industry for 3-5 years are very suitable for headhunters with good character and high integrity.

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