How to develop recruitment skills in Maosheng app software. Learn five tricks quickly.

php editor Youzi brings you a wonderful sharing on "How to develop recruitment capabilities in Maosheng app software and learn five tricks quickly". In Maosheng App, the development of recruitment skills is crucial, and mastering some recruitment skills can help you better cope with recruitment challenges. Next, we will introduce you to five tips on improving recruitment capabilities in the Maosheng app, allowing you to easily become a talent recruitment master!

Maosheng App Quickly Learn Five Moves and Skills

The first one is to train your mentality

There is a lot of content on Maosheng, which introduces the career development options of headhunting consultants and what the career planning of headhunting consultants is, so that you can have a clear direction and see what your future career direction will be. There is also the matter of fighting spirit, how to set goals for headhunting consultants, how to deal with difficulties and things that seem unfair, these are all things that must be experienced and must be allowed to become an excellent headhunter. I have a mature mentality.

If you don’t have a correct mentality, are not mature enough, and are not considerate enough, then it is almost unrealistic to become an excellent headhunting consultant. Because if you don’t work a few times and shed a few layers of skin, how can you achieve one million consultants or two million consultants? To do well in any profession and reach any rank, you need to pay a price.

Second, recruitment channels

If recruitment channels are used well, it is easiest for us to see (many) resumes. In other words, how many people are recommended for a position, regardless of whether these people can be converted later, the number of recommendation reports, It is the most basic and important requirement for junior newcomers. If there are many people, even if the matching rate is not high and the conversion rate is not high, it doesn’t matter. You will be able to slowly find the right direction and maintain this efficiency. Under the premise, your probability of winning an order is very high, because you have done more, summarized more experience, and made more mistakes, then the methodology you have accumulated will be more correct. Iterating 100 times is better than iterating 20 times. Much more growth.

　And if you recommend more people, your boss and your superiors will also think that you are a malleable talent and will not care whether you close a deal or not. The most important thing is that the recruitment channels are well utilized and the output efficiency is high, which will keep your future work efficiency very high, because the conversion rate is high, coupled with such channel efficiency, it is very, very important to maintain high performance. of a basis.

The third one is persuasion and transformation ability

Once you have found someone, you need to find a way to persuade him to come to the client company for an interview. Only with an interview can you have a chance. With an interview, even if his final intention is not strong, you will know whether the client likes such a person. This direction is suitable for wrong. In short, as long as he goes to the interview, he will be of value to us.

But the direction cannot be completely wrong. It is not advisable to use these people to try the direction, because the customer will think you are unprofessional. If you try the direction, you can only say that you really don’t know it yourself, and the customer may not express it clearly to you. , when you can't make up your mind, you can test it in this way.

The persuasion conversion rate determines whether the amount of interviews you have done before is valuable. If you look for ten people and none of them can get the job done or come for an interview, you have to look for 20 people. If 20 people are not enough, you can look for 30 people. Personally, how much workload is there? If you find five people and one person is willing to come for the interview, or even find three people and only one person is willing to come for the interview, then how strong is your persuasion conversion rate and how high is your efficiency? ? With the same time and the same work, your results may be several times that of others.

There are many courses on the platform that teach you what kind of words to use, what kind of tone to use, how to quickly capture the other party’s points, and how to seize the other party’s needs to improve this conversion.

Fourth, offer persuasion ability

I thought the interview was good. The client wanted this person. However, due to the lack of agreement on many factors such as salary, options, position, location, etc., the person was lost and the negotiation was not concluded. This is the most regrettable thing. , is also the most discouraging aspect. So we need to summarize and learn to see what factors affect the failure of an offer. Don't look at the successful things, but look at the failures, because the points of failure are often the same. You can summarize some fixed failure structures and plug the loopholes in these failure structures one by one. Your offer, persuasion rate, The offer conversion rate will be higher.

Of course we can’t just ignore it just because we want to make this money, just to increase the success rate of the offer, regardless of the matching degree of both parties. In the end, you may not be able to make the money you want to earn, because the person may have resigned within the probation period, or may not have created value for the customer, and the customer's trust in us will not be high in the future. Therefore, the persuasion rate of this offer must be reasonable persuasion, persuasion that follows objective conditions.

The fifth one, the trial period is implemented

If the trial period is unsuccessful, it does not mean that the person you are looking for is not good, nor does it mean that the person does not match the company or the position. In many cases, it is due to information asymmetry and incorrect communication methods. The process is not done right, or your candidate does not have high emotional intelligence, or the head of the client's employment department or someone from other departments does not have high emotional intelligence, which leads to this person's miscarriage.

Also, the candidate’s mood swings were relatively large, and he was not comforted and unclogged in time, which led to this person’s failure. There are a large number of courses on the platform for these sections that are implemented during the trial period. There should be more than 20 courses dedicated to how to implement and implement the trial period, how to prepare for risks in advance, and When there are problems in expected communication between the two parties, how to coach candidates to face and solve these problems is explained in great detail.

If these five links are achieved, the newcomer can basically become a qualified consultant, and then gradually extend his or her abilities in more dimensions to other modules. In the early stage, you can learn these five modules thoroughly first , the application is solid.

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