招人千万别瞧不起网搜，把网络渠道的简历库用到，也是一种能力。

Don't look down on online search when hiring, it is also an ability to use the resume database of online channels to the extreme.

误区1：只会从用人部门给的JD里抠关键词

Myth 1: Only picking keywords from JD provided by the hiring department

找人前一定要做需求分析，职位为什么产生、需要这个人来解决什么问题、能做这件事的人可能在哪里。有了目标公司和立体的人才画像，寻访才有了灵魂。

Before looking for someone, it is necessary to conduct a needs analysis, including why the position is created, what problems the person needs to solve, and where the person who can do it may be. With a target company and a three-dimensional talent portrait, search has a soul.

毕竟不是所有候选人都会写简历，或按照用人单位对职位的理解和心意写简历。做好需求分析，有助于我们充分展开联想，甚至在关键词的设置上打破常规，终找到能胜任岗位的人。

After all, not all candidates will write resumes or follow the employer's understanding and intentions of the position. Doing a good job in demand analysis can help us fully develop associations, even breaking the norm in keyword setting, and ultimately finding someone who is competent for the position.

误区2：条件设置太宽泛，上来先从几百个人里海选，且每一次搜索都没做到穷尽

Myth 2: The setting of conditions is too broad, selecting from hundreds of people first, and each search is not exhaustive

寻访要有巧劲儿，千万别干成体力活。对猎头尤其如此，猎头行业是典型的‘快鱼吃慢鱼’，谁能又准又快地找到人就算谁的，毕竟企业只要1个人。

Search with ingenuity and never do manual work. This is especially true for headhunting. The headhunting industry is a typical 'fast fish eat slow fish', and whoever can find people accurately and quickly is considered whoever, after all, the enterprise only needs one person.

网搜的条件设置要由窄到宽，前期尽量精准，几十个人里实在没合适的再扩大范围，并且做到每一次搜索都穷尽，把后一页后一个人沟通完，沉淀的简历都激活了、排除了，再换搜索条件，不留遗憾。

The conditions for online search should be set from narrow to wide, with as much accuracy as possible in the early stage. There are really no suitable options for expanding the scope among dozens of people, and every search should be exhausted. After communicating with each person on the next page, the accumulated resumes should be activated or excluded, and then the search criteria should be changed without leaving any regrets.

误区3：过度关注候选人目前活跃度、期望薪资等限制条件

Myth 3: Overfocusing on the current activity and expected salary constraints of candidates

使用招聘网站，有两个核心作用，，用数据精准找人、找到能胜任岗位要求的人，而不是找积极换工作的人；第二，用人找人，找到目标公司里认识目标人选的人，让对方为你转介绍。

Using a recruitment website has two core functions. Firstly, using data to accurately find people and find people who are capable of meeting job requirements, rather than finding people who actively change jobs; Secondly, hire and find people who know the target candidate in the target company, and have them introduce you.

至于人才近期是否活跃、目前title、期望薪资，都不重要，人的想法是可以被影响的，说服对方改变心意，本就是猎头/HR的工作。

As for whether the talent has been active recently, their current title, and expected salary, it is not important. People's thoughts can be influenced. Persuading others to change their minds is already the job of headhunting/HR.