即使拿到“很棒”的候选人简历，也不能高兴的太早，因为简历大多有“水分”，甚至存在完全造假的职业骗子。因此，猎头要对人选进行初步面试（可以是电话面试），核对人选经历的真实性，并判断其能力水平。山东猎头公司认为初步面试需要关注以下几点：

Even if you get a "great" candidate's resume, you can't be happy too early, because most resumes have "moisture", and there are even professional fraudsters who completely fake them. Therefore, the headhunter should conduct a preliminary interview (which can be a telephone interview) for the candidate, check the authenticity of the candidate's experience, and judge his/her ability level. Shandong Headhunting Company believes that the following points should be paid attention to in the preliminary interview:

1、岗位名称及任职时间：岗位名称是简历注水的重灾区，明明是主管的写自己是经理，明明是经理的写自己是总监。猎头应与人选确认其简历上写的职位名称，是否与公司“内部发文”任命的职位名称一致。

1. Position name and tenure: The position name is the disaster area where resume is injected. It is clearly the supervisor who writes himself as the manager and the manager who writes himself as the director. The headhunter shall confirm with the candidate whether the position name written on his resume is consistent with the position name appointed by the company's "internal document".

2、汇报对象及下属人数：汇报对象能真实反映人选的权责大小，有些总监上面有副总经理，副总经理上面有总经理，总经理上面又有副总裁，这样的总监可能只相当于其他公司的经理。

2. Reporting objects and number of subordinates: The reporting objects can truly reflect the power and responsibility of the candidates. Some directors have deputy general managers, vice general managers and vice presidents. Such directors may only be equivalent to the managers of other companies.

3、工作内容和项目经历：工作内容哪些是人选亲自负责，哪些是参与和配合？项目经历是否完整，难度如何，是同一时间内管理多个项目，还是一个项目结束再负责另一个？这些都会影响人选的匹配性。

3. Work content and project experience: Which candidates are personally responsible for the work content, and which ones are involved in and cooperate with? Is the project experience complete? How difficult is it? Do you manage multiple projects at the same time, or do you take charge of another project after the completion of one project? These will affect the matching of candidates.

4、逻辑性、系统性、高度：候选人对问题的回答是否逻辑清楚，让人一听就明白？候选人是否对过往的经验有总结和提炼，还是仅仅叙事却没有深入的思考？候选人是否具备应聘级别所需的视野和格局，还是仅关注于基础工作？

4. Logical, systematic and high: Are the candidates' answers to the questions logical and clear? Does the candidate summarize and refine the past experience, or just narrate without in-depth thinking? Does the candidate have the vision and structure required for the level of application, or only focus on basic work?

5、描述过程的干货有多少：很多人喜欢讲结果，比如业绩好、客户满意、老板表扬、团队和谐等，但这些意义不大，结果是容易编造的，达成结果的过程和方法才是判断的核心，没有过程的结果都是耍流氓。

5. Describe the number of dry goods in the process: Many people like to talk about the results, such as good performance, customer satisfaction, boss praise, team harmony, etc., but these are of little significance. The results are easy to fabricate. The process and method to achieve the results are the core of the judgment. The results without the process are all hooligans.

6、离职原因能否自圆其说：在公司不满一年即离职、没找到下家就提前离职、跳槽后职位薪酬无明显提升等情况都需要特别关注，因为大公司都有淘汰率指标。

6. Whether the reason for resignation can be justified: when the company leaves the company within one year, leaves the company early without finding a new employee, and there is no significant increase in post salary after job hopping, special attention should be paid, because large companies have elimination rate indicators.

7、学历是否为统招本科：学历造假也很常见，通过候选人的入学年龄、毕业时间可以判断是否有专升本、延期毕业等情况。

7. Whether the education background is a unified undergraduate: It is also common to fake the education background, and it can be judged whether there is a junior college promotion or delayed graduation by the candidate's age of admission and graduation time.

简历靠谱，不仅节省了HR和猎头双方的时间，也是赢得HR信赖与满意的一步，希望本文能帮助猎头朋友们提高对候选人的判断力，塑造专门的顾问形象！更多相关内容就来我们网站http://www.shandonglietou.com进行咨询！

Reliable resumes not only save HR and headhunters time, but also win HR's trust and satisfaction. I hope this article can help headhunters improve their judgment on candidates and create a special consultant image! More relevant content will come to our website http://www.shandonglietou.com Consult!