因为职业的限定，猎头与候选人双方互为有用、有利关系，所以猎头想引起候选人注意，好聊对方想听的、有价值的内容。那么猎头和候选人聊哪些内容才能打动候选人？ 山东猎头公司来分析几点。

Because of the limitation of occupation, headhunters and candidates have a useful and beneficial relationship with each other. Therefore, headhunters want to attract the attention of candidates and talk about the valuable content that the other party wants to hear. So what can the headhunter talk about with the candidate to impress the candidate? Shandong headhunting company will analyze the following points.

1、企业信息

1. Enterprise information

我希望了解这个公司我们外人不知道的信息，别和我说网上宣传册那种，你可以参考着说，但是网上的信息谁看不到，还用得着猎头给我介绍吗？我需要了解公司真正的文化以及老板的背景和性格。当然你可以从这个企业在职或离职的员工那里了解。

I want to know the information about this company that we outsiders do not know. Don't tell me about the online brochure. You can refer to it. But who can't see the information on the Internet? Do you need headhunters to introduce it to me? I need to understand the real culture of the company and the background and personality of the boss. Of course, you can learn from the employees of this enterprise who are in service or leaving.

2、职位信息

2. Position information

我需要知道职位的基本信息也就是职位的名称、汇报对象、下属关系等等。这些看似很简单的事情，但很多候选人都很关心这些。特别是汇报对象，汇报对象也是候选人未来的老板，只有对未来的老板了解之后，才能确定自己跳槽后，是否有更好的发展。

I need to know the basic information of the position, that is, the position name, reporting object, subordinate relationship, etc. These seemingly simple things, but many candidates are very concerned about them. In particular, the reporting object is also the future boss of the candidate. Only after understanding the future boss can we determine whether we will have better development after job hopping.

3、职位要求

3. Job requirements:

说一个案例，我们在按照JD找人时，发现连续的候选人都失败了，再次来到企业那边，除了沟通几位候选人失败的真实原因外，还又了解那些在和客户沟通时，没有了解到位的事情。通过了解，发现企业老板比较喜欢高学历、大公司背景和形象气质必须过关的人选。但我们的前几位候选人都是本科，也可能是老板拒绝的原因。之后，我们调整了方向，向该公司了一位有5年工作经验的博士，很快就被录用了，并高于当时给的薪酬水平。

Let's take a case. When we were looking for people according to JD, we found that all the continuously recommended candidates failed. When we came to the enterprise again, we not only communicated the real reasons for the failure of several candidates, but also understood the things that we didn't understand well when communicating with customers. Through understanding, it is found that enterprise bosses prefer candidates with high education, large company background and image temperament who must pass the examination. But the first few candidates we recommend are all from universities, which may also be the reason why the boss refused. After that, we adjusted the direction and recommended a doctor with 5 years of work experience to the company. He was soon employed and was higher than the salary level given at that time.

4、职位详情

4. Job details

强调一点，一定要搞清楚该职位是新增还是填补空缺。如果是填补空缺，就要了解前任离职的原因。如果有条件的话，好和该职位的前任见面聊聊，这样，你就知道自己改该如何帮助企业进行人才搜寻了。

It is important to make clear whether the position is newly added or filled. If you are filling a vacancy, you should understand the reason why your predecessor left. If conditions permit, it is good to meet and talk with the predecessor of the position, so that you can know how to help the enterprise in talent search.

5、薪资情况

5. Salary

遇到很多企业在让猎头帮助招聘的时候，都说薪资Open或只要有能力，薪酬不是问题。但是如果碰到这样的企业，就要好好考虑一下不要合作。一定会因为薪酬的问题拒绝录用候选人。薪酬，一定要了解薪酬的范围，包括福利及福利的构成、期权、休息休假、加班情况等等。

When many enterprises ask headhunters to help with recruitment, they say that the salary is open or that as long as they have the ability, the salary is not a problem. However, if you encounter such an enterprise, you should consider carefully not to cooperate. Candidates will definitely be rejected because of salary problems. In terms of salary, it is necessary to understand the scope of salary, including benefits and the composition of benefits, options, rest and vacation, overtime, etc.

6、面试流程

6. Interview process

这个是很多猎头都忽视的问题，也是很多企业不愿意告诉猎头的问题。因为企业本身都不知道谁来面试。特别是面试流程，一定要和企业了解清楚，这样才能显着我们猎头更。

This is a problem that many headhunters ignore and many enterprises are unwilling to tell headhunters. Because the enterprise itself does not know who will interview. In particular, the interview process must be clearly understood with the enterprise, so as to make our headhunters more professional.

7、职位亮点

7. Job highlights

也就是能吸引候选人的地方是什么。如果一家企业连自己的大亮点都不知道，说明HR不，也说明这家公司除了薪酬职位，没有什么能吸引人才加盟的点了。这样就麻烦了，因为人才一般都不缺少机会，也不是特别缺少钱。如果没有吸引他们的亮点，是很难说服他们跳槽的。

That is, what can attract excellent candidates. If an enterprise does not even know its own bright spots, it shows that HR is not professional, and it also shows that the company has nothing to attract talents except salary positions. This is troublesome, because excellent talents generally do not lack opportunities, nor are they particularly short of money. If there are no bright spots that attract them, it is difficult to persuade them to change jobs.

总之就是尤其是猎头要展现自己的性，那么天马行空的废话就少聊。于聊点什么，我们可以互换角色，站在候选人视觉，就知道他们希望从猎头这得到什么。更多信息获取就来我们网站 //www.diypinata.com咨询了解吧。

In short, especially headhunters should show their professionalism, so there is less nonsense. As for what to talk about, we can exchange roles and stand in the vision of candidates to know what they want from headhunters. For more information, please visit our website //www.diypinata.com Consult and understand.