Many people think that headhunting companies must have high requirements for talents, at least education is the key. In fact, not all of them are. According to headhunters' understanding, generally headhunting companies will determine the target candidates according to their job requirements. In addition to this, there are three aspects that all positions must have, such as the following three points:

１、工作能力

1. Working ability

說到獵頭公司挖人才時都關(guān)心人才的哪些問題？？根據(jù)獵頭工作經(jīng)驗分析，其中一點就是人才的工作能力。獵頭顧問在向企業(yè)候選人時，企業(yè)會要求了解候選人在上一家公司的表現(xiàn)，獵頭顧問就會用背景調(diào)查的方式獲得這些信息。

When it comes to headhunting companies, what problems do they care about when they are looking for talents?? According to the analysis of headhunting work experience, one of them is the working ability of talents. When a headhunting consultant recommends a candidate to an enterprise, the enterprise will ask to know the performance of the candidate in the previous company, and the headhunting consultant will obtain this information by means of background investigation.

比如獵頭顧問會打電話給你的同事了解你的為人處世怎么樣；或打電話給你的領(lǐng)導了解你的工作表現(xiàn)如何，對你是否滿意等。甚有些獵頭顧問會去看候選人曾經(jīng)發(fā)表過的言論，以及媒體對候選人的報道來了解對方。

For example, the headhunter will call your colleagues to know how you behave; Or call your leader to know how your work performance is and whether you are satisfied. Some headhunters even go to see what the candidates have said and what the media reports on the candidates to get to know each other.
               

２、求職態(tài)度

2. Job hunting attitude

據(jù)獵頭所熟知的事例，有些獵頭公司的獵頭顧問在尋獵候選人的時候，為分析侯選人的個人求職態(tài)度，會通過各種渠道和方法去了解候選人離職的真實原因。因為候選人離職的原因往往能透露出其本人的求職態(tài)度，如果候選人是因為職業(yè)發(fā)展受到限制而跳槽，那就可以看出候選人對自己的職業(yè)規(guī)劃有清晰的目標。

According to the well-known examples of headhunters, some headhunting consultants of headhunting companies will find out the real reasons for a candidate's resignation through various channels and methods in order to analyze the candidate's personal attitude towards job hunting. Because the reason of a candidate's leaving can often reveal his own attitude towards job hunting. If a candidate changes his job because his career development is limited, it can be seen that the candidate has a clear goal for his career planning.

在大部分時候，獵頭顧問了解候選人的事情，都是為了提高人選與職位的匹配度，若候選人某方面不符合標準，就存在被企業(yè)淘汰的可能。所以獵頭公司在挖人才的時候，比較關(guān)心候選人的求職者意向，企業(yè)有什么吸引人選地方等等。

Most of the time, headhunting consultants know about candidates in order to improve the matching degree between candidates and positions. If the candidates do not meet the standards in some aspect, they may be eliminated by enterprises. Therefore, when headhunting companies are looking for talents, they are more concerned about the candidates' intentions, what the enterprises have to attract candidates, and so on.

３、職業(yè)忠誠度

3. Professional loyalty

忠誠度不論在哪行哪業(yè)都一直被強調(diào)是職業(yè)精神，所以獵頭公司在挖人才的時候，也是很關(guān)心候選人職業(yè)忠誠度方面的問題的。據(jù)獵頭所知，一般一年跳槽一次以上的人都不會被獵頭考慮，因為對于獵頭來說，頻繁跳槽的候選人工作穩(wěn)定性差，會給獵頭公司的帶來潛在風險。

Loyalty has always been emphasized as professionalism in any industry. Therefore, when headhunting companies are looking for talents, they are also very concerned about candidates' professional loyalty. As far as headhunters know, generally, people who change jobs more than once a year will not be considered by headhunters, because for headhunters, the job stability of candidates who change jobs frequently is poor, which will bring potential risks to the recommendation of headhunters.

另外，獵頭公司與企業(yè)合作，的候選人有保證期。假如候選人在３－６個月內(nèi)離職，獵頭公司就需要繼續(xù)給客戶候選人。而重 點是候選人如果在保證期內(nèi)離職，會對獵頭公司造成很不好的影響，因此獵頭公司在挖人才的時候會格外關(guān)心這個三個問題。

In addition, headhunting companies cooperate with enterprises, and the recommended candidates have a guarantee period. If the candidate leaves within 3-6 months, the headhunting company needs to continue to recommend the candidate to the client. The key point is that if the candidate leaves the company within the guarantee period, it will have a bad impact on the headhunting company. Therefore, the headhunting company will pay special attention to these three issues when it is recruiting talents.