影响和说服候选人

Influence and persuade candidates

帮助候选人分析恰当的跳槽时机

Assist candidates in analyzing appropriate job hopping opportunities

候选人的跳槽会有两种作用力量：一种是“推”的力量；另一种是“拉”的力量。

The candidate's job hopping has two forces: one is the power of pushing; Another type is the power of pulling.

有些候选人在目前的公司有不满情绪出现跳槽动机。在这种情况下，应该找出问题并去或攻克，换一份工作只是换了个环境重复错误，问题仍然存在。

Some candidates have dissatisfaction and motivation to switch jobs in their current company. In this situation, the problem should be identified and resolved or overcome. Changing jobs only results in a repetitive error in the environment, and the problem still exists.

有些候选人工作达到了事业，没有跳槽的理由，此时的候选人是价值大化的时候，会被市场认可，会体现出更高的利益回报。猎头可以与候选人交流其行业贡献，探讨其价值产出，不断激发个人潜能，达到更高层次的自我实现。

Some candidates have reached the pinnacle of their careers without any reason to switch jobs. At this time, candidates are valued and recognized by the market, which will reflect higher returns on profits. Headhunters can communicate with candidates about their industry contributions, explore their value output, continuously stimulate personal potential, and achieve higher levels of self realization.

挖掘候选人跳槽的真正动机

Digging for the true motivation of candidates to switch jobs

没有不看机会的候选人，只有没被激发的候选人。的猎头，需要从候选人的职业现状、职业发展、职业瓶颈、潜能激发、人生观、价值观等维度，要基于对市场及企业岗位的了解，帮助候选人分析不同职业机会的优劣势和挑战点，会增加候选人的信任度。

There are no candidates who do not see opportunities, only candidates who are not motivated. Excellent headhunters need to analyze the strengths, weaknesses, and challenges of different career opportunities based on their understanding of the market and corporate positions, taking into account the candidate's career status, career development, career bottlenecks, potential stimulation, outlook on life, values, and other dimensions. This will increase the candidate's trust.

以互联网行业为例：人才从“大厂”跳槽到创业公司，会有哪些顾虑呢？

Take the Internet industry as an example: what concerns do people have when they move from "big factories" to start-ups?

公司或项目是否靠谱

Is the company or project reliable

对创业公司创始人、团队、盈利模式、资金链、运营数据等方面的怀疑。猎头可以事先收集信息，并针对这些方面逐一回答：创始人的背景、工作经历（特别是创业成功的经历）；团队的背景、成员稳定性；盈利模式的优劣、独特性；资金链是否充足、是否有充足的投资、投资方背景；运营数据的稳定等。

Doubts about the founder, team, profit model, funding chain, operational data, and other aspects of a startup company. Headhunters can collect information in advance and answer each of these questions one by one: the founder's background, work experience (especially successful entrepreneurial experience); The background and stability of the team members; The advantages, disadvantages, and uniqueness of profit models; Whether the funding chain is sufficient, whether there is sufficient investment, and the background of the investors; Stability of operational data, etc.

适应性

adaptability

工作内容从一部分专精的业务，转变为广泛而粗糙，从汇报人转变为决策者……这些场景的变化，猎头都需要提前告知候选人，使其尽早进行角色的转变。

The job responsibilities have shifted from being specialized in certain areas to being broad and rough, from being a reporter to a decision-maker... In these changing scenarios, headhunters need to inform candidates in advance to facilitate early role transitions.

收入

income

候选人除了当前拿到的收入，还会关注收入的可持续性问题，以及后续薪酬继续增长的问题。创业公司特别是互联网企业，在初始阶段，一般会给新进的高管及核心员工一定的股份或虚拟股权、期权。

In addition to the current income received, candidates will also pay attention to the sustainability of their income and the issue of continued salary growth in the future. Startups, especially Internet companies, generally give new executives and core employees certain shares or virtual equity and options at the initial stage.

稳定性

stability

候选人对创业公司大的顾虑就是稳定，在这个快速迭代的时代，谁都不知道是否能走到后，这也是候选人着重考虑的点。

The biggest concern for a candidate regarding a startup company is stability. In this era of rapid iteration, no one knows if they can reach the end, which is also a key consideration for candidates.

跳槽动机管理步骤

Management steps for job hopping motivation

怎么做才能管理好候选人的动机呢？下面介绍一个四象限分析法，帮助大家结构性地分析候选人的跳槽动机。

How to manage the motivation of candidates well? Below is an introduction to a four quadrant analysis method to help you structurally analyze the candidate's motivation for job hopping.

（跳槽动机四象限分析法）

(Four quadrant analysis method for job hopping motivation)

收集

collect

收集环节是猎头了解候选人动机的环节。关键点是怎样通过有效的提问，来收集所需要的信息，建议的做法是“先客观，后主观；先公司，后个人；先不敏感信息，后敏感信息”。

The collection stage is the stage where the headhunter understands the candidate's motivation. The key point is how to collect the necessary information through effective questioning. The recommended approach is "objective first, subjective later; company first, personal later; insensitive information first, sensitive information later".

整理

arrange

整理环节是猎头梳理候选人动机的环节。所谓梳理，就是通过排序的方法把这些因素理顺，把一些不太重要的因素剔除。简单的方法就是打分。除了自制评分表，还需要结合自己的经验和直觉进行综合的判断。

The organizing stage is the stage where the headhunter sorts out the motivations of candidates. The so-called sorting is to sort out these factors and eliminate some less important ones through sorting methods. The simple method is to rate. In addition to creating a self-made scoring table, it is also necessary to make a comprehensive judgment based on one's own experience and intuition.

分析

analysis

分析环节是猎头明确候选人动机的环节。这个环节进一步缩小动机“包围圈”，在3～5个重要因素里再找出重要的1～2个因素。所谓重要就是其具备了“一票否决权”，这才是真正的动机。

The analysis stage is the stage where the headhunter clarifies the candidate's motivation. This stage further narrows down the "encirclement" of motivation and identifies 1-2 important factors out of 3-5 important factors. The so-called importance is that it has the "veto power", which is the true motivation.

确认

confirm

确认环节是猎头确认候选人的动机（要什么）和职位（给什么）之间的匹配度。这个匹配度决定了一旦出了offer，候选人有多大的概率会接受。

The confirmation stage is for the headhunter to confirm the match between the candidate's motivation (what they want) and the position (what they are given). This matching degree determines how likely the candidate is to accept an offer once it is offered.

决策

decision-making

决策环节是猎头根据候选人的动机分析，做出取舍的环节。从次接触候选人起，每一个阶段内根据候选人的动机分析都要做一回取舍。

The decision-making stage is the process in which a headhunter analyzes the candidate's motivation and makes choices. From the first contact with the candidate, a trade-off must be made at each stage based on the candidate's motivation analysis.

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