如何判断候选人对推荐岗位的满意度？

　　How to determine the candidate's satisfaction with the recommended position？

　　猎头与候选人的第一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。

　　The first contact between a headhunter and a candidate usually begins with a phone conversation, and determining whether the candidate is interested in the recommended position can also be determined through phone communication.

　　1、候选人的配合程度

　　1. Candidate's level of cooperation

　　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, and headhunters are eager to recommend positions, but if candidates are not interested, it is useless. If the candidate is very cooperative with the headhunter's questions during the call and is willing to schedule another appointment even if there is no time at the moment, 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 contrary, candidates who are impatient with headhunting phone calls and speak with anger are likely to have no chance. At this point, what headhunters need to do is hang up the phone and silently greet in their hearts.

　　2、是否愿意接电话

　　2. Are you willing 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彻底。

　　There is a type of person whose phone number exists and can be called, but no one answers. Headhunters may also encounter this situation during the process of contacting candidates, and if they encounter such a situation, they are largely sentenced to death. Of course, if you are not satisfied with headhunting, you can hit it a few more times, which can make your heart die more thoroughly.

　　还有一种情况是第一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。

　　There is also a situation where the first time the headhunter receives a call or chat, but when the headhunter calls again, no one answers or cannot enter. This situation means that the headhunter has been blacklisted, and there is also no hope.

　　3、对候选人能力的判断

　　3. Judging the candidate's abilities

　　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。

　　During the process of contacting candidates, headhunters should inquire about their work experience and project experience, which is actually a judgment of the candidate's abilities. Most candidates are willing to talk about their past experiences during the conversation with the headhunter, as it is a project that the candidate has personally completed, and sharing with the headhunter will give them a sense of achievement.

　　当然了，猎头最好也要听候选人讲几个失败的案例，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。型；Ⅱ型为6～10%，属半开级配型；空隙率10%以上者称为沥青碎石，属开级配型；混合料的物理力学指标有稳定度、流值和孔隙率等。

　　Of course, it's best for headhunters to listen to candidates tell a few failed cases to assess their weaknesses and deficiencies. By describing the candidate's work experience and project experience, headhunters can determine whether the candidate's logic is clear, language organization, and expression ability is concise and concise. Type; Type II is 6-10%, belonging to the semi open graded type; Those with a porosity of more than 10% are called asphalt crushed stones and belong to the open graded type; The physical and mechanical indicators of the mixture include stability, flow value, and porosity.

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