It is not easy for headhunters to find candidates, and it is also very difficult to arrange interviews after finding candidates. It is easy to have various problems, which are summarized as follows.

　　一、雙方的空余時間很難對上特別是有的時候候選人還沒有離職，企業(yè)方又特別忙，所以經(jīng)常導(dǎo)致雙方的時間經(jīng)常對不上，需要不斷協(xié)調(diào)雙方的時間，一直問一直協(xié)調(diào)，兩邊都有點不耐煩了，沒想到這么簡單的事情把我搞得焦頭爛額的。有一次企業(yè)方的總經(jīng)理想要親自面試一個候選人，但是總經(jīng)理本人又經(jīng)常出差，有次準(zhǔn)備安排候選人去公司面試，但是總經(jīng)理要去國外半個月，回來時，候選人已經(jīng)去了其他公司上班。后來，領(lǐng)導(dǎo)告訴我一個方法，還挺管用的，只要在推薦報告中，寫上幾個候選人可供選擇的面試時間點讓甲方挑選，或者讓甲方提供幾個可供選擇的面試時間點讓候選人選擇就好了。

　　1、 It is difficult to match the spare time of both sides, especially when the candidates have not left and the enterprise side is very busy, so the time of both sides often fails to keep up. It is necessary to coordinate the time of both sides and keep asking and coordinating all the time. Finally, both sides are a little impatient. I didn't expect that such a simple matter would make me worried. Once, the general manager of the enterprise wanted to interview a candidate in person, but the general manager himself often went on a business trip. Once he was going to arrange for the candidate to go to the company for interview, but the general manager had to go abroad for half a month. When he finally came back, the candidate had already gone to work in other companies. Later, the leader told me a method, which is quite effective. Just write down the interview time points for Party A to select in the recommendation report, or ask Party A to provide several optional interview time points for candidates to choose.
               

　　二、候選人答應(yīng)面試又臨時反悔做獵頭久了就會發(fā)現(xiàn)這種情況很常見，可能是候選人家人不同意跳槽，也可能是候選人了解到了其他信息改變了主意，還有可能是一些客觀原因：比如時間問題。其實出現(xiàn)這種問題多半是獵頭顧問之前和候選人的信任感未完全建立。讓候選人產(chǎn)生了質(zhì)疑或動搖。如果顧問完全取得了候選人的信任，他會主動和你溝通他的疑惑而不是直接放鴿子。

　　2、 It is common for candidates to promise an interview and temporarily repent to be a headhunter for a long time. It may be that the candidates' family members do not agree to change jobs, or the candidates have learned other information and changed their minds. There may also be some objective reasons, such as time problems. In fact, most of the problems are that the trust between the headhunter and the candidates has not been fully established. It makes the candidates question or waver. If the consultant is fully trusted by the candidate, he will take the initiative to communicate his doubts with you instead of just standing up.

　　出現(xiàn)這種情況要盡量找出問題的癥結(jié)所在，并盡可能的解決問題，幫候選人解答他的疑惑，如果是因為客觀原因也可以另約時間。當(dāng)然更好的方式還是牢固與候選人的關(guān)系，以避免這種事情的發(fā)生。

　　In this case, we should try our best to find out the crux of the problem, solve the problem as much as possible, and help the candidate answer his doubts. If it is due to objective reasons, we can also make another appointment. Of course, the best way to avoid this is to have a strong relationship with the candidate.

　　三、面試沒成功，卻因為路費問題產(chǎn)生了糾紛這個問題是出現(xiàn)在一個外地客戶身上的，當(dāng)時也沒遇到過這樣的問題，因此也沒有注意到這個細節(jié)問題。當(dāng)時甲方面試完之后覺得候選人不是很合適，過了幾天候選人叫我去甲方報銷他的路費，一共兩千多。而客戶那邊認(rèn)為是應(yīng)該候選人自己承擔(dān)路費的。當(dāng)時因為這個問題糾纏了好久，搞的我兩邊得罪人。

　　3、 The interview did not succeed, but there was a dispute because of the travel expenses. This problem appeared in a foreign customer. At that time, there was no such problem, so I didn't notice the details. At that time, after the interview, party a felt that the candidate was not very suitable. After a few days, the candidate asked me to go to Party A to claim his travel expenses, which was more than 2000. The customer thinks that the candidate should bear the travel expenses himself. At that time, because of this problem for a long time, both sides of me offended people.

　　吃一塹長一智，從那以后在遇到外地面試的時候我一定會先問清楚到底誰來承擔(dān)路費，以免再出現(xiàn)類似情況。

　　From then on, when I come across an interview in another place, I will definitely ask who will bear the travel expenses first, so as to avoid similar situations.

　　關(guān)于獵頭安排面試，在面試前，要給候選人做好面試輔導(dǎo)，盡量避免出現(xiàn)不必要的問題。獵頭一定要從中做好協(xié)調(diào)，不管是雙方的時間，還是面試容易出現(xiàn)的問題，還是面試后的后續(xù)發(fā)展，要盡量做好把控。

　　As for the interview arranged by headhunters, before the interview, they should give the candidates interview guidance and try to avoid unnecessary problems. Headhunters must do a good job in coordination, whether it is the time of both parties, or the problems that are easy to appear in the interview, or the follow-up development after the interview, they should try their best to control it.