How do HR and job seekers distinguish between high-level questions and junior headhunters? A simple way is to see if the headhunter has interviewed every candidate he recommends, and has a professional evaluation of the candidate's ability.

高等級問永遠不會推薦未經面試的簡歷，而初級獵頭拿到簡歷就迫不及待的做報告。

The high-level interviewer will never recommend a resume without an interview, while the junior headhunter can't wait to make a report when he gets the resume.

高等級問會與候選人就問題進行不少于20分鐘的溝通，而初級獵頭根本不敢與候選人聊。

Senior recruiters will communicate with candidates on questions for no less than 20 minutes, while junior headhunters dare not talk to candidates at all.

在所有打給我的獵頭中，問問題比較多的，比如：貴公司業(yè)務發(fā)展的挑戰(zhàn)有哪些？HR團隊如何應對這些挑戰(zhàn)？招聘渠道管理方面您有哪些經驗？您遇到的困難的招聘案例是怎樣的？您如何面試項目總？等一系列問題。

Among all the headhunters who called me, I asked many questions, such as: what are the challenges of your company's business development? How does the HR team respond to these challenges? What experience do you have in recruitment channel management? What are the difficult recruitment cases you have encountered? How do you interview the project manager? And a series of questions.

X問我的這些問題，也是我在面試外部人選時經常會問的。高等級問的一個重要特點便是能夠站在HR的視角去多方位考察候選人，提供評價而不僅僅是一份簡歷。

X asked me these questions, which I often ask when interviewing external candidates. An important feature of high-level questions is that they can examine candidates in multiple directions from the perspective of HR and provide evaluation rather than just a resume.

準確掌控人選的訴求和動機

Accurately control the demands and motives of candidates

絕大部分的人才都屬于被動求職者，有著穩(wěn)定的職位和不錯的發(fā)展，如何說服他們接受面試并順利入職，是獵頭進階所一定要邁過的門檻。

The vast majority of talents belong to passive job seekers, with stable positions and good development. How to persuade them to accept the interview and enter the job smoothly is the threshold that headhunters must cross in order to advance.

高等級問不會在意候選人當前是否想跳槽，而是思考如何吸引對方接觸機會，初級獵頭則在碰壁之后不加思索的轉向下個目標。

High level questions don't care whether the candidate wants to change jobs at present, but think about how to attract each other's contact opportunities. Junior headhunters turn to the next goal without thinking after hitting a wall.

高等級問會從文化、職責、團隊、成長等不同角度影響候選人，而初級獵頭只有平臺大、發(fā)展快、薪資高這原始的三板斧。

High level questions will affect candidates from different angles such as culture, responsibility, team and growth, while junior headhunters only have the original three board axe of large platform, rapid development and high salary.

高等級問非常關注候選人的想法并站在對方的角度看待職業(yè)機會，而初級獵頭只是簡單的推銷職位，無法理解他人的心理活動。

The high-level interviewer pays close attention to the candidate's ideas and views career opportunities from the other party's perspective, while the junior headhunter is just a simple job promotion and can't understand other people's psychological activities.

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