这个研究阶段可能会持续五周,很多情况下,最佳的潜在候选人这时已经进入我们的视线。
“Clients are often in a hurry. Finance directors are a critical appointment and the client might say, ‘just get on with it – if you find somebody good, pick up the phone and find out whether they’re interested’. So we might have already spoken to some people on the list because we know they look right. So we have 15 or 20 names and seven might have said they’re interested.
“客户通常比较着急。财务总监是个关键职位,客户可能会说,‘往下走就行了——如果你们觉得谁不错,就打电话过去,问问他们对这个职位有没有兴趣’。因此,我们可能已经与名单上的一些人谈过,因为我们知道他们看上去是合适的。因此,我们会圈定15至20个候选人,而其中可能有7个人已经表示对这个职位感兴趣。
“We might know quite a lot before we call them: we know roughly what their background is and that they should be interested in the role because it represents a next logical step for them.
“在打电话之前,我们可能已经挺了解他们了:我们大概知道他们的背景,他们也应该会对这个职位感兴趣,因为对他们来说下一步这样走是合理的。
When the call comes, Mr Bartholomew urges candidates to say clearly if the time is inconvenient and if so, to make alternative arrangements. At this stage, any interested candidates need to impress the headhunter: “From this point, they’re being assessed – you can’t escape from that.
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