在從事跨國人力資源領域的企業(yè)管理和運營十多年中，我面試、指導和訓練了來自全世界的數(shù)百名招聘顧問。盡管的確要考慮到各國實際招聘市場差異，但是促使你（作為獵頭）業(yè)績優(yōu)異的特質(zhì)無論是在鹽湖城，還是在新加坡、巴黎的市場中，仍然受用。為此，基于我的所見所聞，結合我的學習經(jīng)驗，列出了全世界范圍內(nèi)頂尖獵頭的5個共性習慣，適用于任何國家的招聘市場。
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In more 10 years in the staffing industry in various operational, managerial, and corporate roles and in different countries, I have interviewed, coached, andtrained hundreds of recruitment consultants from all over the world. Though local differences must be taken into consideration, the characteristics that make you a top performer in Salt Lake City also work in Singapore or in Paris.Based on what I saw, heard, and learned, here is my quintessential list of the5+1 habits that make a top-performer in any economic cycle or market.
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1. 向錢看齊
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Work close to the money
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日常工作的優(yōu)先級會隨具體內(nèi)容變化而彈性變動。一通告知職位已招滿的電話、一封提出新職位需求的郵件就會把原計劃的每一分每一秒徹底打亂。“向錢看齊”也就是給了你一個將最應該做的事以最合適的優(yōu)先級完成的參考提示。那么，就不斷的提醒自己“你現(xiàn)在做的事是什么？是不是會給你帶來收益？”
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干脆用二進制的“YES”和“NO”來回答吧：
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是就是，不是那就不是。
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所謂“可能”“也許”那就算“不是”。
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We work in anenvironment where priorities can change many times during the day. One callfrom a customer saying the job is filled or one email giving us a new job ordercan change how we spend our time from one second to the other. “Close to themoney” is probably the best indicator that will tell you if you are currentlyworking on a) the right things and b) in the right order. Constantly askyourself, “What am I doing right now and will this action get me a bonus?”Think in a binary way: When the answer is “yes,” this means “yes”; “no” is“no”; and “maybe, not sure” is “no.”
2. 細分并專注核心領域
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Stick to the knitting
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全力定位在細分市場，這將是你發(fā)揮獨特優(yōu)勢的區(qū)域。在這里你可以盡快成為獨當一面的專家，靠積累的信譽成功吸引和維護這方面的客戶和候選人。如果精力分散，極有可能得不償失。
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在我的獵頭職業(yè)生涯中，我曾大約積攢了有350位優(yōu)質(zhì)候選人，但是偶爾會接手相關度不夠的案子（“其實吧，這也不是我的專長所在，只因為你是優(yōu)質(zhì)客戶我盡量嘗試幫忙”），總沒有好結果。
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Focus on your core jobs and core markets. It is here that you can make a difference It iswhere you have the expertise you need to succeed, and the most credibility withyour client and candidate. Don’t lose focus as it will most probably not workout. In my career, I have placed approximately 350 candidates, ?but whenever I accepted a non-core job(“Well, this is not really my expertise but I can try that as you are such agood customer”), I failed.
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3. 敏銳洞察異端
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Look for a) similarities and b) inconsistencies
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一些候選人會對我們?nèi)鲋e。怎么辦？
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我習慣用所謂的“科倫坡中尉術“來應對。有部電視劇很火，在一集情節(jié)中，科倫坡中尉說”我問同樣的問題，但是我總能得到不同的答案?！澳憧梢詫⑦@話術移植過來，在面試候選人的過程中不斷地問相同的問題。如果回答有所不同（尤其是在原單位薪資和離職原因這些關鍵問題上），這也就意味著候選人在隱瞞事實。
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Some candidates are lying to us. The “safetynet” I use is what I call the “Lieutenant Columbo technique.” In one episode,Columbo says, “I always ask the same questions — but I often get differentanswers.” Make this technique yours by asking the same question againthroughout the process. If the answers are different (often on the last salaryor the reasons for leaving), this can mean that the candidate is not tellingthe truth.
4. 時刻抓緊進度
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Create a sense of urgency
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時間是扼殺業(yè)務的元兇。我接觸過太多的以獵頭為代表的招聘中介機構，他們不情愿為他們的客戶限定最后的日期，即使客戶一拖再拖。
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出于對業(yè)務負責，我們?nèi)匀灰惨粩嗟嘏芡壤藶榭蛻舴?，?lián)系越來越密切。
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所以，敦促客戶吧，并解釋一下原因：“瑪麗，我們這邊的候選人信譽都沒的說，但是他現(xiàn)在也有其他工作可以選擇啊。我們也不想失去一位可能性很大的優(yōu)質(zhì)候選人對不對？”無論客戶建議哪天見一面，你都盡量提前，縮短流程。
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當你的客戶說：“要不周五下午見一見候選人？”
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你就回答：“太好了，周四上午怎么樣？“
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如果你的客戶暗示：“我會看看簡歷，給你回電話?！?/span>
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你就回應“好的，什么時候我們再談談吧？如果這個周末沒有打電話給我，我會回打?！?/span>
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Time killsall deals. It will always work against us. I see too many recruiters who arereluctant to set deadlines for their clients. Yet: we are paid to deliver aresult. Always go for a close. Explain why: “Mary, my candidate is verycommitted, but there are other jobs around. We do not want to lose her, do we?Whatever date your client suggests, shorten the process. When your client says,“I can see your candidate Friday PM,” answer, “Great, and what about ThursdayAM?” If your client suggests, “I will have a look at the resumes and call youback,” respond, “Good, thanks. When will we talk again? If you don’t call me bythe end of this week, I will call you.”
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5. 你的業(yè)務由你做主
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Control your business or your business will control you
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偶爾的驚喜對孩子的生日派對來說是好事，但是突然事件反而會讓你的業(yè)務陷入混亂。
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你必須是能完全掌控項目進程，妥善引導候選人和客戶的專業(yè)人員；也應該成為一個協(xié)調(diào)候選人面試、調(diào)查客戶反饋、促成最終offer的專業(yè)人員。你有沒有花費過1萬美元-5萬美元甚至更多的錢去尋求這樣的專業(yè)服務嗎？我沒有，但是這正是我們的客戶付同樣的錢，在有償買我們的服務。那就不要再問你的客戶說“這是我的建議，你們可以接受嗎？“，因為是你決定了業(yè)務進度而不是客戶。如果每次都問你的客戶去確認進度的話，那就從客戶角度想一下，花了70美元訂餐，廚師還特地跑過來問你如何去備餐并確認一樣，煩不煩？要記住，你的專業(yè)性賦予了你權利，當然也要負責任。
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Surprises area good thing for a kid’s birthday party. They are nasty in our business. Youmust be the one who drives the process, the client, and the candidate. Youshould be the one calling up the candidate to fix interviews, ask feedback, andmake the job offer. Did you ever pay $10,000 or $50,000 or much more for aservice? I did not, and yet this is what our clients pay. Do not ask yourclient, “This is what I suggest. Is that OK for you?” You decide the processand not the client. Asking your client to confirm the process is as if youorder a $70 and the chef comes to your table to ask how to prepare it.
最后，以行動說話
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Best Practice
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不要過于嘴上吐槽一單業(yè)務。彼得德魯克說過：“成功的領導人（包括招聘人員）不會去問‘我想怎么做’，而是去問‘什么該做好’”那么記住這句話吧，不要總是問太多問題，而要積極完成與賺錢必要相關的事。主動圍繞你的核心業(yè)務模塊去活躍人脈，與他們交談，了解你能為他們做什么，他們又能給你提供什么，挖掘出互惠互利的業(yè)務共通點。
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Don’t overcomplicate the business: Peter Drucker says: “Successful leaders (andsuccessful recruiters too) don’t ask ‘What do I want to do? ‘They ask, ‘Whatneeds to be done?’” Make this philosophy yours. Don’t ask too many questions,but do what has to be done to get the dollar in. Call and meet people in yourcore business and core market, talk to them, and ask what you can do for them,and what they can do for you. Understand what makes them tick and how you canadd value.
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立刻行動吧，當然，也要要持續(xù)地堅持下去。
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Do it once.Do it again and again and again.
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最后想說一下的是，或許許多朋友對于做獵頭有沒有前途會感覺迷茫，這里為大家分享了《做獵頭顧問前途如何》，大家可以好好看一下。
