How do HR and job seekers distinguish between high-level questions and junior headhunters? A simple way is to see if the headhunter has interviewed every candidate he recommends, and has a professional evaluation of the candidate's ability.

高等级问永远不会未经面试的简历，而初级猎头拿到简历就迫不及待的做报告。

The high-level interviewer will never recommend a resume without an interview, while the junior headhunter can't wait to make a report when he gets the resume.

高等级问会与候选人就问题进行不少于20分钟的沟通，而初级猎头根本不敢与候选人聊。

Senior recruiters will communicate with candidates on questions for no less than 20 minutes, while junior headhunters dare not talk to candidates at all.

在所有打给我的猎头中，问问题比较多的，比如：贵公司业务发展的挑战有哪些？HR团队如何应对这些挑战？招聘渠道管理方面您有哪些经验？您遇到的困难的招聘案例是怎样的？您如何面试项目总？等一系列问题。

Among all the headhunters who called me, I asked many questions, such as: what are the challenges of your company's business development? How does the HR team respond to these challenges? What experience do you have in recruitment channel management? What are the difficult recruitment cases you have encountered? How do you interview the project manager? And a series of questions.

X问我的这些问题，也是我在面试外部人选时经常会问的。高等级问的一个重要特点便是能够站在HR的视角去多方位考察候选人，提供评价而不仅仅是一份简历。

X asked me these questions, which I often ask when interviewing external candidates. An important feature of high-level questions is that they can examine candidates in multiple directions from the perspective of HR and provide evaluation rather than just a resume.

准确掌控人选的诉求和动机

Accurately control the demands and motives of candidates

绝大部分的人才都属于被动求职者，有着稳定的职位和不错的发展，如何说服他们接受面试并顺利入职，是猎头进阶所一定要迈过的门槛。

The vast majority of talents belong to passive job seekers, with stable positions and good development. How to persuade them to accept the interview and enter the job smoothly is the threshold that headhunters must cross in order to advance.

高等级问不会在意候选人当前是否想跳槽，而是思考如何吸引对方接触机会，初级猎头则在碰壁之后不加思索的转向下个目标。

High level questions don't care whether the candidate wants to change jobs at present, but think about how to attract each other's contact opportunities. Junior headhunters turn to the next goal without thinking after hitting a wall.

高等级问会从文化、职责、团队、成长等不同角度影响候选人，而初级猎头只有平台大、发展快、薪资高这原始的三板斧。

High level questions will affect candidates from different angles such as culture, responsibility, team and growth, while junior headhunters only have the original three board axe of large platform, rapid development and high salary.

高等级问非常关注候选人的想法并站在对方的角度看待职业机会，而初级猎头只是简单的推销职位，无法理解他人的心理活动。

The high-level interviewer pays close attention to the candidate's ideas and views career opportunities from the other party's perspective, while the junior headhunter is just a simple job promotion and can't understand other people's psychological activities.

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