影響和說服候選人

Influence and persuade candidates

幫助候選人分析恰當(dāng)?shù)奶蹠r機

Assist candidates in analyzing appropriate job hopping opportunities

候選人的跳槽會有兩種作用力量：一種是“推”的力量；另一種是“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.

有些候選人在目前的公司有不滿情緒出現(xiàn)跳槽動機。在這種情況下，應(yīng)該找出問題并去或攻克，換一份工作只是換了個環(huán)境重復(fù)錯誤，問題仍然存在。

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.

有些候選人工作達(dá)到了事業(yè)，沒有跳槽的理由，此時的候選人是價值大化的時候，會被市場認(rèn)可，會體現(xiàn)出更高的利益回報。獵頭可以與候選人交流其行業(yè)貢獻(xiàn)，探討其價值產(chǎn)出，不斷激發(fā)個人潛能，達(dá)到更高層次的自我實現(xiàn)。

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.

挖掘候選人跳槽的真正動機

Digging for the true motivation of candidates to switch jobs

沒有不看機會的候選人，只有沒被激發(fā)的候選人。的獵頭，需要從候選人的職業(yè)現(xiàn)狀、職業(yè)發(fā)展、職業(yè)瓶頸、潛能激發(fā)、人生觀、價值觀等維度，要基于對市場及企業(yè)崗位的了解，幫助候選人分析不同職業(yè)機會的優(yōu)劣勢和挑戰(zhàn)點，會增加候選人的信任度。

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.

以互聯(lián)網(wǎng)行業(yè)為例：人才從“大廠”跳槽到創(chuàng)業(yè)公司，會有哪些顧慮呢？

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

公司或項目是否靠譜

Is the company or project reliable

對創(chuàng)業(yè)公司創(chuàng)始人、團(tuán)隊、盈利模式、資金鏈、運營數(shù)據(jù)等方面的懷疑。獵頭可以事先收集信息，并針對這些方面逐一回答：創(chuàng)始人的背景、工作經(jīng)歷（特別是創(chuàng)業(yè)成功的經(jīng)歷）；團(tuán)隊的背景、成員穩(wěn)定性；盈利模式的優(yōu)劣、獨特性；資金鏈?zhǔn)欠癯渥?、是否有充足的投資、投資方背景；運營數(shù)據(jù)的穩(wěn)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.

適應(yīng)性

adaptability

工作內(nèi)容從一部分專精的業(yè)務(wù)，轉(zhuǎn)變?yōu)閺V泛而粗糙，從匯報人轉(zhuǎn)變?yōu)闆Q策者……這些場景的變化，獵頭都需要提前告知候選人，使其盡早進(jìn)行角色的轉(zhuǎn)變。

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

候選人除了當(dāng)前拿到的收入，還會關(guān)注收入的可持續(xù)性問題，以及后續(xù)薪酬繼續(xù)增長的問題。創(chuàng)業(yè)公司特別是互聯(lián)網(wǎng)企業(yè)，在初始階段，一般會給新進(jìn)的高管及核心員工一定的股份或虛擬股權(quán)、期權(quán)。

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.

穩(wěn)定性

stability

候選人對創(chuàng)業(yè)公司大的顧慮就是穩(wěn)定，在這個快速迭代的時代，誰都不知道是否能走到后，這也是候選人著重考慮的點。

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.

跳槽動機管理步驟

Management steps for job hopping motivation

怎么做才能管理好候選人的動機呢？下面介紹一個四象限分析法，幫助大家結(jié)構(gòu)性地分析候選人的跳槽動機。

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.

（跳槽動機四象限分析法）

(Four quadrant analysis method for job hopping motivation)

收集

collect

收集環(huán)節(jié)是獵頭了解候選人動機的環(huán)節(jié)。關(guān)鍵點是怎樣通過有效的提問，來收集所需要的信息，建議的做法是“先客觀，后主觀；先公司，后個人；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

整理環(huán)節(jié)是獵頭梳理候選人動機的環(huán)節(jié)。所謂梳理，就是通過排序的方法把這些因素理順，把一些不太重要的因素剔除。簡單的方法就是打分。除了自制評分表，還需要結(jié)合自己的經(jīng)驗和直覺進(jìn)行綜合的判斷。

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

分析環(huán)節(jié)是獵頭明確候選人動機的環(huán)節(jié)。這個環(huán)節(jié)進(jìn)一步縮小動機“包圍圈”，在3～5個重要因素里再找出重要的1～2個因素。所謂重要就是其具備了“一票否決權(quán)”，這才是真正的動機。

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.

確認(rèn)

confirm

確認(rèn)環(huán)節(jié)是獵頭確認(rèn)候選人的動機（要什么）和職位（給什么）之間的匹配度。這個匹配度決定了一旦出了offer，候選人有多大的概率會接受。

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.

決策

decision-making

決策環(huán)節(jié)是獵頭根據(jù)候選人的動機分析，做出取舍的環(huán)節(jié)。從次接觸候選人起，每一個階段內(nèi)根據(jù)候選人的動機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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