電話面試溝通前的準備

Preparation before telephone interview communication

獵頭顧問在通過電話與企業(yè)或者候選人溝通之前，需要做好一系列的準備。

Before communicating with companies or candidates over the phone, headhunting consultants need to make a series of preparations.

首先要調整好自己的心態(tài)，克服自己的恐懼心理以及做好被拒絕的心理準備。然后要對候選人的簡歷進行閱讀，了解候選人的個人基本信息、學歷信息、工作經歷、項目經歷等是否完整，工作經歷是否有斷檔，發(fā)展是否是“朝上的”。其次，還要對招聘的企業(yè)信息進行熟悉，比如行業(yè)信息、企業(yè)性質、發(fā)展動態(tài)、企業(yè)文化以及招聘的職位信息：包括部門架構、匯報情況、團隊配合等等。

Firstly, it is necessary to adjust one's mentality, overcome one's fear, and be prepared for rejection. Then, you need to read the candidate's resume to understand whether their personal basic information, educational background, work experience, project experience, etc. are complete, whether there are any gaps in their work experience, and whether their development is "upward". Secondly, it is necessary to familiarize oneself with the information of the recruiting company, such as industry information, company nature, development trends, corporate culture, and job position information, including department structure, reporting situation, team cooperation, and so on.

電話面試的一般話術及問題

General language and questions for telephone interviews

撥通電話之后，首先確認對方姓名，確認對方時間是否方便，之后做自我（個人+公司）介紹。

After dialing the phone, first confirm the other person's name and confirm if their time is convenient, and then introduce oneself (personal+company).

面試過程中，需要對候選人做初步的電話面試，面試的一般問題一般而言包括：職業(yè)發(fā)展規(guī)劃、發(fā)展地點、在職時間斷檔問題、跳槽原因等。

During the interview process, it is necessary to conduct a preliminary telephone interview with the candidate. Generally speaking, the interview questions include: career development plan, development location, gap in employment time, reasons for job hopping, etc.

針對不通職業(yè)可以問一些針對強的問題，比如完成業(yè)績情況、帶領團隊人數、熟悉的渠道、接觸的客戶、成功的案例、負責過的項目、接觸的專案等等

For different professions, you can ask some targeted questions, such as performance, number of team members led, familiar channels, clients contacted, successful cases, responsible projects, projects contacted, etc

在與候選人的電話交流過程中，就對方回答中的問題進行追問。其中還要注意以下細節(jié)。

During the phone conversation with the candidate, follow up on the questions answered by the other party. Please also pay attention to the following details.

深入挖掘候選人的求職動機

Dig deeper into the candidate's job search motivation

詢問候選人是否有疑問需要了解并進行解答

Inquire and inquire if there are any questions regarding the selection of candidates that need to be understood and answered

告知候選人大概的招聘流程，詢問候選人方便的時間段

Inform candidates of the general recruitment process and inquire about a convenient time period for selecting candidates

給予候選人適當的建議和意見

Provide appropriate suggestions and opinions to candidates

電話面試中常見的問題

Common Questions in Telephone Interviews

一定要跟對方互動，提引導性的問題，傾聽候選人的回答，適當給予回應。

Be sure to interact with the other party, ask guiding questions, listen to the candidate's answers, and provide appropriate responses.

碰到滔滔不絕的候選人，要學會適當打斷，不要讓他掌握節(jié)奏。

When encountering a candidate who talks endlessly, learn to interrupt appropriately and not let them master the rhythm.

電話面試不僅僅是確認信息及工作經歷，面試時間不宜太短，一般需要30分鐘及以上，才能較為充分了解候選人的情況。

Telephone interviews are not just about confirming information and work experience. The interview time should not be too short, usually taking 30 minutes or more to fully understand the candidate's situation.

二、企業(yè)HR不配合

2、 Enterprise HR does not cooperate

企業(yè)HR在短期內難以找到合適的核心人才，常常會選擇通過獵頭公司來快速的找到合適的人選，希望獵頭公司可以快速的完成招聘工作。

Enterprise HR often finds it difficult to find suitable core talents in the short term and chooses to quickly find suitable candidates through headhunting companies, hoping that headhunting companies can quickly complete recruitment work.

但是在獵頭顧問開始進行人才尋訪工作時，卻常常遇到企業(yè)HR的各種不配合：從不回饋候選人情況、不愿意詳細提供招聘職位的相關信息、對獵頭推薦的人選過于苛刻；因為他們認為公司既然已經出獵頭費用了，應該是獵頭顧問服務他們，為什么給獵頭顧問提供信息？然而企業(yè)HR卻忘記了大家有共同的目標——及時招到合適候選人，忘記獵頭顧問尋訪人才的渠道和他們一樣，獵頭顧問之所以可以迅速找到合適的候選人，主要是通過自己的專業(yè)搜索能力和花費大量的時間精力來完成。如果企業(yè)不配合，獵頭不能獲取需要的信息，無法利用自己的專業(yè)能力找到人選。

However, when headhunting consultants start talent search work, they often encounter various uncooperative issues from the company's HR: they never give back on the candidate's situation, are unwilling to provide detailed information about the recruitment position, and are too harsh on the candidates recommended by the headhunters; Because they believe that since the company has already incurred headhunting expenses, it should be the headhunting consultant serving them. Why provide information to headhunting consultants? However, enterprise HR has forgotten that everyone has a common goal - to recruit suitable candidates in a timely manner, and to forget that headhunting consultants have the same channels for searching for talents. The reason why headhunting consultants can quickly find suitable candidates is mainly through their professional search ability and spending a lot of time and energy to complete it. If the enterprise does not cooperate, the headhunter cannot obtain the necessary information and cannot use their professional abilities to find candidates.

雖然這樣的企業(yè)HR只是小部分，但是說明部分企業(yè)HR對獵頭的認知理解還是不夠的。不過隨著獵頭行業(yè)逐漸的普及，大家對獵頭都有一定的認知理解后，這種現象會逐漸減少。

Although such enterprise HR is only a small part, it indicates that some enterprise HR still have insufficient understanding of headhunting. However, as the headhunting industry gradually becomes popular and everyone has a certain understanding of headhunting, this phenomenon will gradually decrease.

三、聯系不上候選人

3、 Unable to contact the candidate

目前獵頭顧問聯系候選人的方式仍然以電話溝通為主，可隨著這些年信息泄露越來越嚴重，詐騙集團的猖獗，不少人不再愿意接陌生的電話，即便是職場中的高端人才也是如此。當他們接到獵頭顧問電話的時候下意識的會拒絕，這些情況導致獵頭在聯系候選人的時候存在很大的困難。

At present, the main way for headhunting consultants to contact candidates is still through phone communication. However, with the increasing severity of information leakage and the rampant fraud groups in recent years, many people are no longer willing to take unfamiliar phone calls, even high-end talents in the workplace. When they receive a call from a headhunting consultant, they instinctively refuse, which makes it difficult for the headhunter to contact the candidate.

為了解決這一問題，當下獵頭公司的普遍做法就是加強自己的品牌宣傳，通過官網以及其他自媒體平臺的線上渠道運營，來不斷加強自己的品牌效應，讓更多的人能夠了解企業(yè)品牌。

To solve this problem, the common practice of current headhunting companies is to strengthen their brand promotion, continuously enhance their brand effect through online channel operations on official websites and other self media platforms, and enable more people to understand the corporate brand.

相對于電話主動聯系企業(yè)與候選人的合作渠道，通過不斷的塑造個人品牌的方式，能夠讓更多有獵頭需求的企業(yè)主動聯系獵頭公司，這是一種創(chuàng)新也是一種順應時代發(fā)展的必然趨勢。

Compared to the cooperation channel of actively contacting companies and candidates through phone calls, continuously shaping personal brands can enable more companies with headhunting needs to actively contact headhunting companies. This is an innovation and an inevitable trend that conforms to the development of the times.

聯系上的候選人沒興趣

The contacted candidates are not interested

雖然當下獵頭行業(yè)已經越來越深入人心，可不少職場人對獵頭還是缺乏清晰的認知。

Although the headhunting industry has become increasingly popular, many professionals still lack a clear understanding of headhunting.

“簡歷搬運工”、“低端人力中介”等詞成為了獵頭的符號，甚至有的人接到獵頭電話會直接掛掉。之所以會有這樣的誤解是因為市場上有了很多服務不規(guī)范的小獵頭公司，他們在服務方面沒有做好，讓大家對獵頭行業(yè)的服務不是很認可。還有一些小規(guī)模的獵頭公司為了利益而惡意競爭，導致市場很亂，給人留下不好的印象。還有一種是真的對獵頭沒興趣，沒有接觸過獵頭，沒有意識到獵頭服務的重要性。

The terms "resume porter" and "low-end human resources intermediary" have become symbols for headhunters, and some people even hang up when they receive a headhunter's call. The reason for such misunderstandings is that there are many small headhunting companies in the market that do not provide standardized services, but they do not do a good job in service, which makes people not fully recognize the services of the headhunting industry. Some small-scale headhunting companies engage in malicious competition for profit, resulting in a chaotic market and leaving a negative impression on people. There is also one who is truly uninterested in headhunting, has not had contact with headhunters, and has not realized the importance of headhunting services.

不過依照市場定義，獵頭行業(yè)近幾年會開始洗牌，不規(guī)范的小獵頭公司會被市場淘汰，留下專業(yè)的品牌獵頭公司。到那時，人們接到獵頭電話的時候是尊敬和自豪，提到獵頭公司想到了就是專業(yè)招聘的顧問團隊。

However, according to market definition, the headhunting industry will begin to reshuffle in recent years, and non-standard small headhunting companies will be eliminated by the market, leaving behind professional brand headhunting companies. At that time, when people receive headhunting calls, they are respectful and proud, and when it comes to headhunting companies, they think of a professional recruitment consultant team.

候選人在外地，面試所帶來的差旅費誰承擔？

Who will bear the travel expenses incurred by the interview when the candidate is out of town?

有兩種情況。一種是獵頭公司到外地面試候選人，一種是候選人到企業(yè)面試。

There are two situations. One is for headhunting companies to interview candidates in other cities, and the other is for candidates to interview with companies.

前一種情況，獵頭公司需經過企業(yè)的同意，費用由企業(yè)承擔。這筆費用不包括在服務費中。

In the former case, the headhunting company needs to obtain the consent of the enterprise, and the cost is borne by the enterprise. This fee is not included in the service fee.

后一種情況，根據一般的行業(yè)規(guī)則是由企業(yè)承擔費用，多數企業(yè)會樂意承擔這筆費用。因為，這也表明了企業(yè)對候選人的充分尊重。但是，如果企業(yè)不愿意承擔這筆費用，獵頭會建議客戶通過其他方式先和候選人進行充分溝通，等到完全滿意時再和候選人見面。等雙方有了明確的意愿，費用的支付就不是問題了。

In the latter case, according to general industry rules, the cost is borne by the enterprise, and most enterprises are willing to bear this cost. Because this also demonstrates the company's full respect for candidates. However, if the company is unwilling to bear this cost, the headhunter will suggest that the client first communicate fully with the candidate through other means and wait until they are completely satisfied before meeting with the candidate. Once both parties have a clear intention, the payment of fees will not be a problem.

本文由濟南獵頭公司友情奉獻.更多有關的知識請點擊:http://tpv5.com真誠的態(tài)度.為您提供為全面的服務.更多有關的知識我們將會陸續(xù)向大家奉獻.敬請期待.

This article is dedicated by Jinan Headhunting Company. For more information, please click: http://tpv5.com Sincere attitude. We will provide you with comprehensive service. We will gradually contribute more relevant knowledge to everyone. Stay tuned