电话面试沟通前的准备

Preparation before telephone interview communication

猎头顾问在通过电话与企业或者候选人沟通之前，需要做好一系列的准备。

Before communicating with companies or candidates over the phone, headhunting consultants need to make a series of preparations.

首先要调整好自己的心态，克服自己的恐惧心理以及做好被拒绝的心理准备。然后要对候选人的简历进行阅读，了解候选人的个人基本信息、学历信息、工作经历、项目经历等是否完整，工作经历是否有断档，发展是否是“朝上的”。其次，还要对招聘的企业信息进行熟悉，比如行业信息、企业性质、发展动态、企业文化以及招聘的职位信息：包括部门架构、汇报情况、团队配合等等。

Firstly, it is necessary to adjust one's mentality, overcome one's fear, and be prepared for rejection. Then, you need to read the candidate's resume to understand whether their personal basic information, educational background, work experience, project experience, etc. are complete, whether there are any gaps in their work experience, and whether their development is "upward". Secondly, it is necessary to familiarize oneself with the information of the recruiting company, such as industry information, company nature, development trends, corporate culture, and job position information, including department structure, reporting situation, team cooperation, and so on.

电话面试的一般话术及问题

General language and questions for telephone interviews

拨通电话之后，首先确认对方姓名，确认对方时间是否方便，之后做自我（个人+公司）介绍。

After dialing the phone, first confirm the other person's name and confirm if their time is convenient, and then introduce oneself (personal+company).

面试过程中，需要对候选人做初步的电话面试，面试的一般问题一般而言包括：职业发展规划、发展地点、在职时间断档问题、跳槽原因等。

During the interview process, it is necessary to conduct a preliminary telephone interview with the candidate. Generally speaking, the interview questions include: career development plan, development location, gap in employment time, reasons for job hopping, etc.

针对不通职业可以问一些针对强的问题，比如完成业绩情况、带领团队人数、熟悉的渠道、接触的客户、成功的案例、负责过的项目、接触的专案等等

For different professions, you can ask some targeted questions, such as performance, number of team members led, familiar channels, clients contacted, successful cases, responsible projects, projects contacted, etc

在与候选人的电话交流过程中，就对方回答中的问题进行追问。其中还要注意以下细节。

During the phone conversation with the candidate, follow up on the questions answered by the other party. Please also pay attention to the following details.

深入挖掘候选人的求职动机

Dig deeper into the candidate's job search motivation

询问候选人是否有疑问需要了解并进行解答

Inquire and inquire if there are any questions regarding the selection of candidates that need to be understood and answered

告知候选人大概的招聘流程，询问候选人方便的时间段

Inform candidates of the general recruitment process and inquire about a convenient time period for selecting candidates

给予候选人适当的建议和意见

Provide appropriate suggestions and opinions to candidates

电话面试中常见的问题

Common Questions in Telephone Interviews

一定要跟对方互动，提引导性的问题，倾听候选人的回答，适当给予回应。

Be sure to interact with the other party, ask guiding questions, listen to the candidate's answers, and provide appropriate responses.

碰到滔滔不绝的候选人，要学会适当打断，不要让他掌握节奏。

When encountering a candidate who talks endlessly, learn to interrupt appropriately and not let them master the rhythm.

电话面试不仅仅是确认信息及工作经历，面试时间不宜太短，一般需要30分钟及以上，才能较为充分了解候选人的情况。

Telephone interviews are not just about confirming information and work experience. The interview time should not be too short, usually taking 30 minutes or more to fully understand the candidate's situation.

二、企业HR不配合

2、 Enterprise HR does not cooperate

企业HR在短期内难以找到合适的核心人才，常常会选择通过猎头公司来快速的找到合适的人选，希望猎头公司可以快速的完成招聘工作。

Enterprise HR often finds it difficult to find suitable core talents in the short term and chooses to quickly find suitable candidates through headhunting companies, hoping that headhunting companies can quickly complete recruitment work.

但是在猎头顾问开始进行人才寻访工作时，却常常遇到企业HR的各种不配合：从不回馈候选人情况、不愿意详细提供招聘职位的相关信息、对猎头推荐的人选过于苛刻；因为他们认为公司既然已经出猎头费用了，应该是猎头顾问服务他们，为什么给猎头顾问提供信息？然而企业HR却忘记了大家有共同的目标——及时招到合适候选人，忘记猎头顾问寻访人才的渠道和他们一样，猎头顾问之所以可以迅速找到合适的候选人，主要是通过自己的专业搜索能力和花费大量的时间精力来完成。如果企业不配合，猎头不能获取需要的信息，无法利用自己的专业能力找到人选。

However, when headhunting consultants start talent search work, they often encounter various uncooperative issues from the company's HR: they never give back on the candidate's situation, are unwilling to provide detailed information about the recruitment position, and are too harsh on the candidates recommended by the headhunters; Because they believe that since the company has already incurred headhunting expenses, it should be the headhunting consultant serving them. Why provide information to headhunting consultants? However, enterprise HR has forgotten that everyone has a common goal - to recruit suitable candidates in a timely manner, and to forget that headhunting consultants have the same channels for searching for talents. The reason why headhunting consultants can quickly find suitable candidates is mainly through their professional search ability and spending a lot of time and energy to complete it. If the enterprise does not cooperate, the headhunter cannot obtain the necessary information and cannot use their professional abilities to find candidates.

虽然这样的企业HR只是小部分，但是说明部分企业HR对猎头的认知理解还是不够的。不过随着猎头行业逐渐的普及，大家对猎头都有一定的认知理解后，这种现象会逐渐减少。

Although such enterprise HR is only a small part, it indicates that some enterprise HR still have insufficient understanding of headhunting. However, as the headhunting industry gradually becomes popular and everyone has a certain understanding of headhunting, this phenomenon will gradually decrease.

三、联系不上候选人

3、 Unable to contact the candidate

目前猎头顾问联系候选人的方式仍然以电话沟通为主，可随着这些年信息泄露越来越严重，诈骗集团的猖獗，不少人不再愿意接陌生的电话，即便是职场中的高端人才也是如此。当他们接到猎头顾问电话的时候下意识的会拒绝，这些情况导致猎头在联系候选人的时候存在很大的困难。

At present, the main way for headhunting consultants to contact candidates is still through phone communication. However, with the increasing severity of information leakage and the rampant fraud groups in recent years, many people are no longer willing to take unfamiliar phone calls, even high-end talents in the workplace. When they receive a call from a headhunting consultant, they instinctively refuse, which makes it difficult for the headhunter to contact the candidate.

为了解决这一问题，当下猎头公司的普遍做法就是加强自己的品牌宣传，通过官网以及其他自媒体平台的线上渠道运营，来不断加强自己的品牌效应，让更多的人能够了解企业品牌。

To solve this problem, the common practice of current headhunting companies is to strengthen their brand promotion, continuously enhance their brand effect through online channel operations on official websites and other self media platforms, and enable more people to understand the corporate brand.

相对于电话主动联系企业与候选人的合作渠道，通过不断的塑造个人品牌的方式，能够让更多有猎头需求的企业主动联系猎头公司，这是一种创新也是一种顺应时代发展的必然趋势。

Compared to the cooperation channel of actively contacting companies and candidates through phone calls, continuously shaping personal brands can enable more companies with headhunting needs to actively contact headhunting companies. This is an innovation and an inevitable trend that conforms to the development of the times.

联系上的候选人没兴趣

The contacted candidates are not interested

虽然当下猎头行业已经越来越深入人心，可不少职场人对猎头还是缺乏清晰的认知。

Although the headhunting industry has become increasingly popular, many professionals still lack a clear understanding of headhunting.

“简历搬运工”、“低端人力中介”等词成为了猎头的符号，甚至有的人接到猎头电话会直接挂掉。之所以会有这样的误解是因为市场上有了很多服务不规范的小猎头公司，他们在服务方面没有做好，让大家对猎头行业的服务不是很认可。还有一些小规模的猎头公司为了利益而恶意竞争，导致市场很乱，给人留下不好的印象。还有一种是真的对猎头没兴趣，没有接触过猎头，没有意识到猎头服务的重要性。

The terms "resume porter" and "low-end human resources intermediary" have become symbols for headhunters, and some people even hang up when they receive a headhunter's call. The reason for such misunderstandings is that there are many small headhunting companies in the market that do not provide standardized services, but they do not do a good job in service, which makes people not fully recognize the services of the headhunting industry. Some small-scale headhunting companies engage in malicious competition for profit, resulting in a chaotic market and leaving a negative impression on people. There is also one who is truly uninterested in headhunting, has not had contact with headhunters, and has not realized the importance of headhunting services.

不过依照市场定义，猎头行业近几年会开始洗牌，不规范的小猎头公司会被市场淘汰，留下专业的品牌猎头公司。到那时，人们接到猎头电话的时候是尊敬和自豪，提到猎头公司想到了就是专业招聘的顾问团队。

However, according to market definition, the headhunting industry will begin to reshuffle in recent years, and non-standard small headhunting companies will be eliminated by the market, leaving behind professional brand headhunting companies. At that time, when people receive headhunting calls, they are respectful and proud, and when it comes to headhunting companies, they think of a professional recruitment consultant team.

候选人在外地，面试所带来的差旅费谁承担？

Who will bear the travel expenses incurred by the interview when the candidate is out of town?

有两种情况。一种是猎头公司到外地面试候选人，一种是候选人到企业面试。

There are two situations. One is for headhunting companies to interview candidates in other cities, and the other is for candidates to interview with companies.

前一种情况，猎头公司需经过企业的同意，费用由企业承担。这笔费用不包括在服务费中。

In the former case, the headhunting company needs to obtain the consent of the enterprise, and the cost is borne by the enterprise. This fee is not included in the service fee.

后一种情况，根据一般的行业规则是由企业承担费用，多数企业会乐意承担这笔费用。因为，这也表明了企业对候选人的充分尊重。但是，如果企业不愿意承担这笔费用，猎头会建议客户通过其他方式先和候选人进行充分沟通，等到完全满意时再和候选人见面。等双方有了明确的意愿，费用的支付就不是问题了。

In the latter case, according to general industry rules, the cost is borne by the enterprise, and most enterprises are willing to bear this cost. Because this also demonstrates the company's full respect for candidates. However, if the company is unwilling to bear this cost, the headhunter will suggest that the client first communicate fully with the candidate through other means and wait until they are completely satisfied before meeting with the candidate. Once both parties have a clear intention, the payment of fees will not be a problem.

本文由济南猎头公司友情奉献.更多有关的知识请点击:http://www.shandonglietou.com真诚的态度.为您提供为全面的服务.更多有关的知识我们将会陆续向大家奉献.敬请期待.

This article is dedicated by Jinan Headhunting Company. For more information, please click: http://www.shandonglietou.com Sincere attitude. We will provide you with comprehensive service. We will gradually contribute more relevant knowledge to everyone. Stay tuned