1. Have relevant abilities and become a leader. Whether we are promoted or paid attention to by headhunters, we are based on this. Headhunters can receive corresponding remuneration only after candidates are successfully recruited. Therefore, headhunters will comprehensively consider various factors when recommending candidates to ensure the success rate. For example, if it is a sales position, the headhunter will consider whether the candidate is rich in industry resources, and the previous successful cases are also the focus of reference; If it is a technology related position, it will consider whether the candidate's technical level belongs to the top in the industry, or even technical experts. As a candidate, only when we have the conditions to be concerned can we seize the opportunity to let the outside world pay attention to and understand us.

2.牛人的簡(jiǎn)歷牛人們發(fā)送簡(jiǎn)歷的時(shí)候，更關(guān)鍵的不是他們?nèi)M(jìn)去多漂亮的工作經(jīng)歷，而是根據(jù)職位需求的不同，認(rèn)真調(diào)整過(guò)自己的簡(jiǎn)歷，將匹配的工作經(jīng)歷突出來(lái)，而不是準(zhǔn)備一份同樣的簡(jiǎn)歷投遞給所有公司。簡(jiǎn)歷從不是從網(wǎng)上直接下載的花哨模版，而是根據(jù)你的工作經(jīng)歷來(lái)排版，能突出你的個(gè)性、工作經(jīng)歷的模板。除了真實(shí)和良好的展現(xiàn)自己的工作經(jīng)歷，簡(jiǎn)歷中絕不會(huì)缺少一個(gè)針對(duì)應(yīng)聘行業(yè)需求精心設(shè)置的自我簡(jiǎn)評(píng)和抓人眼球的數(shù)據(jù)。

2. Niu Ren's resume when sending resumes, the key is not how beautiful work experience they put in, but to carefully adjust their resumes according to the different needs of recommended positions and highlight the matching work experience, rather than preparing the same brief experience for all companies. The resume is never a fancy template downloaded directly from the Internet, but a template that can highlight your personality and work experience according to your work experience. In addition to the true and good display of their work experience, there will never be a lack of self-evaluation and eye-catching data carefully set for the needs of the application industry.

3.候選人所處的位置好的公司能給我們一個(gè)大而高的平臺(tái)，站在上面不但可以看得遠(yuǎn)，也會(huì)讓我們相對(duì)顯眼。獵頭顧問(wèn)在尋訪候選人時(shí)，一般都會(huì)先注意到行業(yè)或者前幾家公司相同職位的人。一般大公司的候選人有機(jī)會(huì)反復(fù)被獵頭“賣(mài)”，因?yàn)楹芏嘀行」径级⒅瑯I(yè)大公司里有經(jīng)驗(yàn)、有資源的人。所以，想通過(guò)獵頭好的機(jī)會(huì)，我們就要先在行業(yè)里有個(gè)好位置，這在獵頭判斷是否反復(fù)我們時(shí)起到30%左右的作用。

3. The company where the candidate is in a good position can give us a large and high platform. Standing on it can not only see far, but also make us relatively conspicuous. When looking for candidates, headhunting consultants usually first pay attention to people in the largest industry or the same position in the previous companies. Generally, candidates of large companies have the opportunity to be repeatedly "sold" by headhunters, because many small and medium-sized companies stare at experienced and resourceful people in large companies in the same industry. Therefore, if we want to recommend good opportunities through headhunters, we must first have a good position in the industry, which plays a role of about 30% when headhunters judge whether to recommend us repeatedly.

4.穩(wěn)定的工作經(jīng)驗(yàn)沒(méi)有實(shí)際做過(guò)人事職業(yè)經(jīng)理的人恐怕是不知道一個(gè)企業(yè)在招聘過(guò)程中所付出的成本有多高。為了降低這居高的成本，穩(wěn)定性高的人永遠(yuǎn)具備著先天優(yōu)勢(shì)。穩(wěn)定高的人不一定牛，但是牛人是從不輕易在自己完全還沒(méi)有了解一份工作，完全沒(méi)有機(jī)會(huì)開(kāi)發(fā)自己各種可能性的時(shí)候，就輕易覺(jué)得不適合，或是沖動(dòng)的選擇放棄，很有可能，這時(shí)候你僅僅是在保護(hù)自己的舒適區(qū)而已。

4. Stable work experience. People who have not actually worked as a personnel professional manager may not know how high the cost of an enterprise in the recruitment process is. In order to reduce this high cost, people with high stability always have congenital advantages. People with high stability are not necessarily cattle, but cattle people never easily feel unsuitable or impulsively choose to give up when they don't know a job and have no chance to develop their various possibilities. It's very likely that you are just protecting your comfort zone at this time.