1. Rich industry background

目前很多獵頭公司都有自己的專(zhuān)注行業(yè)，獵頭顧問(wèn)需要行業(yè)知識(shí)、產(chǎn)品知識(shí)、行業(yè)背景和前景、行業(yè)運(yùn)作模式、業(yè)內(nèi)企業(yè)及其企業(yè)文化、企業(yè)通常的組織結(jié)構(gòu)、主要部門(mén)和職能、關(guān)鍵崗位和職責(zé)、業(yè)務(wù)流程等。

At present, many headhunting companies have their own focused industries. Headhunting consultants need industry knowledge, product knowledge, industry background and prospects, industry operation mode, industry brand enterprises and their corporate culture, general organizational structure, main departments and functions, key positions and responsibilities, business processes, etc.

2.豐富的任職經(jīng)歷

2. Rich working experience

由于獵頭既要面對(duì)用人單位的人力資源負(fù)責(zé)人，又要面對(duì)很多行業(yè)的中高層人才，有豐富任職經(jīng)歷的人是比較有優(yōu)勢(shì)的。所謂豐富是指要有一定工作閱歷和管理背景，要有能與中高層人員能平等對(duì)話和溝通的資歷和水平，同時(shí)，也是把握、判斷人才的基礎(chǔ)。

As headhunters have to face not only the human resources principals of employers, but also middle and high-level talents in many industries, people with rich working experience have comparative advantages. The so-called enrichment refers to having certain work experience and management background, and having the qualifications and level of equal dialogue and communication with middle and senior personnel. At the same time, it is also the basis for grasping and judging talents.

3.廣博的人脈關(guān)系

3. Extensive contacts

沒(méi)有人脈關(guān)系，就沒(méi)有獵頭。獵頭需要獵頭顧問(wèn)必須有非常豐富的人脈關(guān)系和資源，特別是專(zhuān)注行業(yè)相關(guān)的人脈，才能應(yīng)對(duì)客戶(hù)的人才要求。獵頭總有“人到用時(shí)方恨少”的感覺(jué)。因此，平時(shí)要努力維護(hù)、經(jīng)營(yíng)自己的人脈關(guān)系。

No connections, no headhunters. Headhunting needs headhunting consultants must have very rich contacts and resources, especially focusing on industry-related contacts, in order to meet the talent requirements of customers. Headhunters always have the feeling that "people hate less when they use it". Therefore, we should strive to maintain and manage our own contacts at ordinary times.

4.人脈拓展和尋訪能力

4. Networking and search ability

自己的人脈關(guān)系再豐富，也是相對(duì)有限的，在獵頭人才庫(kù)和人脈關(guān)系不能滿足的時(shí)候，人脈拓展和尋訪能力的高低就顯現(xiàn)出來(lái)了。針對(duì)客戶(hù)的獵頭職位，要能在更短時(shí)間內(nèi)，找到更短的路徑，去尋訪到相關(guān)的候選人才。

No matter how rich your contacts are, they are also relatively limited. When the headhunter talent pool and contacts can not be satisfied, the ability of network expansion and search appears. For the headhunting position of customers, we should be able to find the shortest path in the shortest time to find relevant candidates.

5.敏銳的感知力和準(zhǔn)確的判斷力

5. Keen perception and accurate judgment

這兩種能力既包括要感知用人企業(yè)的企業(yè)文化、對(duì)獵頭職位人才的要求和軟性要求、老板本人的風(fēng)格和用人風(fēng)格等；也包括對(duì)候選人的洞察力和判斷力，對(duì)是否與用人企業(yè)匹配的把握。通過(guò)短時(shí)間的面談，能有一個(gè)比較準(zhǔn)確的判斷，確實(shí)需要一定的功夫。這種功夫是一個(gè)積累的過(guò)程。

These two abilities include perceiving the corporate culture of the employing enterprise, the key and soft requirements for headhunters, the boss's own style and employing style, etc; It also includes the insight and judgment of candidates and the assurance of whether they match the employing enterprise. Through a short interview, it really takes some effort to have a more accurate judgment. This kind of Kung Fu is a process of accumulation.

6.抗壓能力

6. Compressive capacity

凡是獵頭職位都是客戶(hù)不好找的人才，是有相當(dāng)難度的，獵頭公司里每個(gè)獵頭都會(huì)有相應(yīng)的業(yè)績(jī)指標(biāo)和任務(wù)，這一點(diǎn)有些象銷(xiāo)售類(lèi)公司。這就要求獵頭必須要有足夠的抗壓能力和承受能力。

All headhunting positions are difficult for customers to find. Each headhunter in a headhunting company will have corresponding performance indicators and tasks, which is somewhat like a sales company. This requires headhunters to have enough pressure resistance and bearing capacity.

同時(shí)，還要經(jīng)常面對(duì)來(lái)自用人單位和人才的很多變

At the same time, we should often face many changes from employers and talents

7.溝通和協(xié)調(diào)能力溝通

7. Communication and coordination skills

協(xié)調(diào)能力其實(shí)不用多說(shuō)了，要面對(duì)如此多的變數(shù)，協(xié)調(diào)客戶(hù)和人才，而且，溝通能力本身就是銷(xiāo)售人員更基本的要求。

In fact, it goes without saying that coordination ability has to face so many variables to coordinate customers and talents. Moreover, communication ability itself is the most basic requirement of salespeople.

8.職業(yè)操守和職業(yè)感

8. Professional ethics and sense of professionalism

獵頭有獵頭的職業(yè)操守，比如保密原則、誠(chéng)信原則、不包裝候選人、不惡意挖角等。

Headhunters have professional ethics, such as confidentiality, integrity, no packaging of candidates, no malicious poaching, etc.

9.人力資源知識(shí)獵頭

9. Human resources knowledge headhunter

應(yīng)該具備一些人力資源知識(shí)，比如面試技巧、職業(yè)生涯規(guī)劃知識(shí)以及hr各個(gè)模塊的操作等，既有利于與用人單位人力資源部門(mén)的溝通，也有利于客戶(hù)對(duì)你的認(rèn)可和人才對(duì)你的認(rèn)可，有助于對(duì)人才的判斷和把握。

You should have some human resources knowledge, such as interview skills, career planning knowledge and the operation of HR modules, which is not only conducive to the communication with the human resources department of the employer, but also conducive to the recognition of customers and talents, and conducive to the judgment and grasp of talents.

10.良好的外語(yǔ)水平

10. Good foreign language skills

如果是面對(duì)外企客戶(hù)的獵頭公司，獵頭顧問(wèn)還需要有良好的外語(yǔ)能力，不光能看懂外語(yǔ)簡(jiǎn)歷，還有能寫(xiě)外文的獵頭報(bào)告、用外語(yǔ)與客戶(hù)和人才進(jìn)行口語(yǔ)交流等。

If it is a headhunting company facing foreign enterprise customers, headhunting consultants also need to have good foreign language skills, not only understand foreign language resumes, but also write headhunting reports in foreign languages, and conduct oral communication with customers and talents in foreign languages.

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