猎头与候选人的初次接触通常是由电话沟通开始的，判断候选人是否对推荐职位感兴趣也可以通过电话沟通判断出来。那么如何知道候选人对推荐岗位的满意度呢？济南猎头公司人员为您解答。

The first contact between headhunters and candidates is usually started by telephone communication. It can also be judged whether candidates are interested in the recommended positions through telephone communication. So how do you know the candidates' satisfaction with the recommended positions? Jinan headhunting company personnel will answer for you.

1、候选人的配合程度

1. Cooperation degree of candidates

推荐工作是相互的，猎头热心的想把职位推荐出去，可候选人不感兴趣那也是白搭。在通话过程中如果候选人对猎头的提问非常配合，即便当下没有时间也愿意约下次，这类情况百分之八十的几率候选人对猎头推荐职位是有兴趣的。

Recommendation work is mutual. Headhunters enthusiastically want to recommend positions, but candidates are not interested in it, which is useless. During the call, if the candidate is very cooperative with the headhunter's questions and is willing to make an appointment for the next time even if there is no time at present, there is an 80% chance that the candidate is interested in the position recommended by the headhunter.

反之，候选人对猎头的电话很不耐烦，说话带有火气，这类候选人八成是没戏了。这个时候猎头要做的就是挂掉电话，然后在心里默默问候就可以了。

On the other hand, candidates are very impatient with the headhunter's phone calls and speak with anger. Such candidates are likely to be out of luck. At this time, what the headhunter should do is hang up the phone, and then silently greet him in his heart.

2、是否愿意接电话

2. Would you like to answer the phone

有这样一类人电话号码是存在的，也能打得通，可就是没人接。猎头在与候选人联系的过程中也会遇到这种情况，如果遇到这种情很大程度上猎头是被判死刑了。当然，如果不甘心猎头可以多打几次，这样可以让心死的更快。

There are such people whose telephone numbers exist and can be reached, but no one answers. Headhunters will also encounter this situation in the process of contacting candidates. If they encounter this situation, they will be sentenced to death to a large extent. Of course, if you are not willing to be headhunter, you can play more times, which can make your heart die faster.

还有一种情况是次接到猎头电话还有的聊，可是猎头再打过去的时候就没人接了或者打不进去。这种情况意味着猎头被标上黑名单了，同样是没有希望。

In another case, the first time I received a headhunter's phone call, there was still a chat, but when the headhunter called again, no one answered or couldn't get in. This situation means that headhunters have been blacklisted, which is also hopeless.

3、对候选人能力的判断

3. Judgment on candidate's ability

猎头在与候选人联系的过程中要问候选人的工作经历以及项目经验，这其实是对候选人能力的一个判断。多数候选人在与猎头谈话过程中是愿意谈过去经验的，毕竟是候选人亲手完成的项目，对猎头分享会有成就感。

Headhunters should greet the candidate's work experience and project experience when contacting the candidate, which is actually a judgment on the candidate's ability. Most candidates are willing to talk about their past experience in the process of talking with headhunters. After all, it is a project completed by the candidates themselves, and they will have a sense of achievement in headhunting sharing.

当然了，猎头好也要听候选人将几个失败的案例，以判断候选人的短板、缺陷。通过对候选人工作经验以及项目经历的描述猎头可以判断出候选人逻辑是否清晰、语言组织、表达能力是否言简意赅。

Of course, a good headhunter should also listen to the candidates' failure cases to judge the candidates' shortcomings. Through the description of the candidate's work experience and project experience, the headhunter can judge whether the candidate's logic is clear, language organization and expression ability are concise and comprehensive.

如何知道候选人对推荐岗位的满意度？我们从三个方面来讲解的问题，希望能够给您帮助，更多问题就来我们网站http://www.shandonglietou.com进行了解吧。

How to know the candidate's satisfaction with the recommended position? We will explain the problems from three aspects, and hope to help you. For more questions, please come to our website http://www.shandonglietou.com Let's get to know.