How to Be a Good Headhunter

As head-shrinker, I earn my living by finding and evaluating telephone circuit candidates for the gain of my clients. After more than 5 years experiences in this job, now I understand what a good head-shrinker is and how to be. A good headhunter should be building a business based on reputation, relationships and desire and on making a contribution to our professional community. You are in less of a rush, are more go outing to take clock to establish long term relationships, and seek to establish your credibility as much as to earn a buck.In order to be a good headhunter, you should have four features knowledge equal, trustworthy, conscientious and effective. Knowledge As a good headhunter, you should treat lots of knowledge and in doing so give candidates enough information to help them make a ending about whether they want to pursue the job (or recommend someone else). You should request HR tons of valuable information about the company, about the job, the music director and his team, about why the job is open, and about the technology (if applicable), then share to candidates.You also should be able to tell candidates about the interview itself how the music director evaluates candidates, how his team will be involved and how the selection process will play out. Most important, the good headhunter will be able to coach candidate in a way that will maximize candidates chances of winning an offer. Integrity As a trustworthy headhunter, you should be noble of your business and glad to talk about it, more over, you will introduce that you have good clients who respect you, and that you know the ins and outs of the industry you recruit in.Your victory depends on clients and candidates trust, which means you should also produce your trustworthiness by retentivity your promises. You do call back client or candidate when you promise to call you do shortlist to client when you promise to. Conscientiousness As a good headhunter, you should try to loc ate and separate out the best pendent talent for your client company.You should never just ask for candidates resume without doing investigate by taking the time to ask candidates the tough, detailed questions that will reveal whether candidate fit the company, the manager, the job and the technology or not. Then pen some objectively comments on their resume and shortlist to client. Effectiveness As a good headhunter, you should find the right candidate and fill the job in the shortest time. Thats your business. To accomplish this, you will gain the respect of the client and candidate.And talk of the town to just anyone isnt your job. Searching out the right candidates and talk with them, that will pen your time and make your job efficient. It is obvious that a good headhunter should know client, position and candidate well, and try your best to right someone to fill the right position. Meanwhile, you should also give the market information to HR and career suggestion to candi date. If you always do your job like that, advantage is not far away from you.