Headhunting effective telephone communication content and skills
- The main contents of effective telephone communication for headhunters:
Opening words:
The opening remarks are mainly to check the candidate information, self-introduction and explain the purpose of the call, showing a certain affinity.
Check the candidate information: name, identity, whether the call is convenient
Self-introduction: introduce yourself, explain the purpose of the call,
Company Profile:
Simple and clear introduction to customer company information (business nature, company highlights, work place)
Business nature: listed or not, Internet/mobile Internet/e-commerce/software, state-owned enterprise, foreign enterprise
Company highlights: industry status, development opportunities, working environment, benefits, technical capabilities
Job introduction:
Clearly introduce the job information (job tltle, job content, responsible project, salary)
Position tille: reporting objects, subordinates, development opportunities,
Job content: a sentence or two to summarize what the job position is for
Responsible for the project: try to be able to explain the responsible project and work
Salary: Try to understand the candidate's current situation and expectations first, and then explain the position salary; try to understand the salary composition and monthly salary as much as possible, followed by the annual salary as a reference.
Phone interview:
Company information (company industry, business, status)
Position information (title, department, subordinate, reporting object, work content, organizational structure)
Basic personal information (age, marriage, education, reason for changing jobs, stability, personal development plan)
Resume request and check (if you have the latest and accurate resume or rush push, you can directly check the various information in the resume. In principle, if you don't have the latest resume, according to the normal process, you must first send the company and job information emails to the candidates to get the candidates. After the confirmation of the person and the reply to the resume email, the latest resume will be used for recommendation)
Closing remarks:
Add friends: phone, QQ, WeChat, etc.
Introduce friends: add friends or send emails to ask candidates to introduce friends who need related work.
Active feedback: We have a basic understanding of your situation and needs. Let's take a look at what questions you need to know?
The basic ability of effective telephone communication for headhunters:
Self-confidence: as much as possible to understand the relevant information of the industry and the platform of the client company, as the so-called know yourself and the other side, you can win a hundred battles.
Affinity: The voice is warm and the speed of speech should be moderate, which can attract the attention of the other party, give the other party a sense of security, and make the other party accept you quickly. When communicating, pay attention to the tone, not too rigid, and do not use the tone of interrogation. Generally, chat and talk are used to understand the situation of the candidates.
Professional: The more professional you are, the more trust the candidates have. The candidates who speak rashly, falter, and aimlessly may not want to communicate with you and lose their trust in you. So express professionalism, speak calmly and clearly, speak fluently and accurately, and talk about the core content and key points.
- Problems that headhunters should pay attention to in effective telephone communication:
Matching principle: You can’t recommend resumes just for recommending resumes. The main thing is to explore the candidate’s matching degree, ask more relevant questions, grasp the matching degree, and then recommend when appropriate.
Two-way choice: learn more about the needs of candidates, listen more to understand the candidates' job-seeking intentions, have positive guidance and face the candidates' problems, pay attention to respect the ideas and wishes of the candidates, and don't stalk them. Also, be selective in answering the candidate's questions.
Don't make promises lightly: communicate with job seekers, don't promise job seekers lightly, with deceitful behavior.
Use less closed-ended questions: candidates can only answer with "yes" or "no", and such questions cannot understand the real situation and level of the candidate.
Actively attract and guide: When encountering candidates with good communication and expression, and the overall situation is more suitable for the company's vacancies, we need to actively attract, from the company's welfare system, working atmosphere, development prospects, etc., from the company that the candidate cares about. The questions that can also be met will attract her to the next stage; if we encounter a candidate who is not particularly suitable, and we just want to interview this type of candidate, we need to politely decline to remind him whether he is really suitable for this position; When updating the resume and not really looking for a job, we can simply introduce him to a position that may be suitable for him, introduce the company's situation, and tell him that he has the opportunity to cooperate again in the future, so as to cultivate potential candidates.
Repeated and kind reminder: Candidates are more nervous when passively accepting information. It is impossible to remember all the information at once. Therefore, before the end of the phone interview, the company information and location are important. again.