For headhunters, it is very pleasant for candidates to get an OFFER through interviews with customers and confirm the employment date, because this is the so-called headhunting order. However, if the applicant suddenly changes his mind before joining the job, the headhunter will have a headache! What should I do? You can't eat cold salad or break a jar, can you? Let me share with you the experience of our predecessors.

I asked the reason for breaking my promise.

Ask the candidate why he didn't come to work, what is the reason, and don't be too strong. Knowing the reasons, it is best to optimize the disadvantages of customer enterprises and turn them into advantages. For example, which company do you choose? What is better than our company? Is it salary or welfare? Still working hours and so on. ?

Two. Awaken the sense of identity?

At present, the recruitment competition is fierce, and the talents you want are usually the same as those of other headhunters. Therefore, it is necessary to fully display the personality charm of headhunting consultants and the value of the image of the employer of the client company in the invitation and interview, so as to awaken the applicant's sense of identity, intimacy and headhunting; And maximize this cognition.

III multiple standby candidates

Every day, anyway, there will always be things like recruiting people and dropping OFFER. Another situation is that the applicant joined the job, but left after a few days. For headhunters, the candidate has not passed the guarantee period, and at least half of the headhunting service fees have not been settled. Therefore, recommending candidates who meet customer requirements can only be the fastest efficiency. There is nothing to complain about. It is common to do recruitment for a long time. The way is to try to avoid this situation in the future and reserve more candidates.

Fourth, strengthen the real experience

Headhunters should communicate sincerely with candidates in the process of job hunting and communication, so that they can know the real situation of the enterprise to the greatest extent and avoid making a fuss when recruiting, but the actual situation is quite different. For example, if an enterprise sends an offer email, it can be distributed to candidates together with the internal magazine of the enterprise, which also brings the distance between the client enterprise and the candidate closer. Generally speaking, it is normal for candidates to stand me up. Now job hunting and recruitment are two-way choices, and both sides have chosen the one that is better for themselves. Although the work plan was disrupted by pigeons, the headhunting recruitment work has to continue, come on! ?

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