Interview guidance is also a basic work of headhunting consultants. Headhunting does not simply talk about interview guidance, but needs candidates to understand it through practice. The purpose of interview guidance is to help candidates show their comprehensive quality perfectly, so that candidates can successfully pass the interview and complete more offers themselves. Once the candidate enters the client's company and starts the interview, we lose influence and control over the matter. There is no doubt that we should do something before the candidates go to the interview to ensure that the results will go beyond the set direction. A person will not experience too many interviews, any candidate's interview experience is insufficient, so interview counseling is essential. Headhunting consultants mainly coach candidates through the following aspects.

1、企業信息

1. Enterprise information

了解客戶信息是面試輔導內容中很基礎的一項，試想一下，假設獵頭顧問都不了解客戶信息，怎么去跟候選人交流？了解客戶信息除了系統上的簡略介紹，還有客戶官網上的信息，假如仍是覺得不夠細，能夠再向項目負責人了解。客戶信息主要：企業背景，規模公司團隊架構示意圖、行業情況、面臨挑戰以及招聘職位名稱、職位位置（城市）、崗位招聘原因、薪資、期望何時上班、崗位說明

Understanding customer information is a very basic part of interview counseling. Imagine how to communicate with the candidate if the headhunter does not know the customer information? In addition to the brief introduction on the system, there is also the information on the customer's official website. If you still feel that it is not detailed enough, you can get to know the project leader again. Customer information mainly includes: enterprise background, scale, company team structure diagram, industry situation, challenges, job title, job location (city), job recruitment reason, salary, expected time to work, job description

2、企業方的公司文化

2. Corporate culture of enterprises

不要忽視給候選人做客戶公司文化的介紹，獵頭公司會提供候選人幫助了解企業達到成功面試，包含公司的理念、方針、領導人個性等，含蓄提醒候選人要依據客戶方公司文化的請求留意面試時間、著裝、交流方式的選擇，而且給候選人一些策略性的建議，這么會讓公司對候選人留個好形象，有“一見鐘情”的基礎，往后發展就更順暢了。還有主張候選人人面試前要了解公司以及有關商品的信息。

Don't neglect to introduce the company culture of the client to the candidate. The headhunting company will provide the candidate with help to understand the successful interview of the enterprise, including the company's philosophy, policy, leader's personality, etc., implicitly remind the candidate to pay attention to the choice of interview time, dress and communication mode according to the request of the company culture of the client, and give some strategic suggestions to the candidate, This will allow the company to keep a good image of the candidates, have the foundation of "love at first sight", and develop more smoothly in the future. It is also suggested that candidates should know about the company and the products before the interview.
         

3、面試流程

3. Interview process

在面試前獵頭顧問要提前告訴候選人每一輪面試的面試官的基本信息，然后是整理一下面試的流程，先是什么，然后是什么，在每一個階段需要留意的東西是什么，比如先可能是毛遂自薦，毛遂自薦不能流水式敘說，要突出“賣點”，留意語速語調，該緩的時分緩，盡量突出與對方需求符合的地方。

Before the interview, the headhunting consultant should tell the candidate the basic information of the interviewer in each round of interview in advance, and then sort out the interview process, first what, then what, and what needs to be paid attention to at each stage. For example, it may be self recommendation first, which can't be described in flow style. It is necessary to highlight the "selling points", pay attention to the speed and intonation, and slow down the time, Try to highlight the areas that meet the needs of the other party.

4、候選人求職動機

4. Candidate's job search motivation

動機不同，得到的結果也就不同。候選人在回答企業的求職動機時，要站在企業的角度去思考問題，這樣被錄取的機會才大。比如“我十分看好貴公司所在的行業，而且這項工作很適合我，相信自己一定能做好”。

Different motives lead to different results. When answering the job search motivation of enterprises, candidates should think from the perspective of enterprises, so that they have a great chance of being admitted. For example, "I am very optimistic about your industry, and this work is very suitable for me, I believe I can do it well.".

5、候選人的職業規劃。

5. Career planning for candidates.

一般在面試過程中，面試官都喜歡問你未來3-5年的規劃。這一點主要考察你的是：①否對自己未來發展有沒有明確的要求；②在側面了解你在該工作崗位上工作的時間長短等。

Generally, in the process of interview, interviewers like to ask you about your plans for the next 3-5 years. This mainly examines whether you have clear requirements for your future development; ② Find out how long you have been working in this position.

6、薪資問題

6. Salary issues

許多候選人面試不順利，很大的因素就是薪資問題，所以要特別留意。對于薪資，跟候選人闡明，公司不提，盡量不要主動提；公司提出時，可先如實說出自己的現在薪酬，再著重假如公司覺得合適的話能在這個基礎上有所提高，或著重自己會經過自己的努力讓薪酬到達自己的希望等；若遇到公司所說薪酬與咱們前期交流距離太大的狀況，可回復面試官需要再思考，不要當場回絕，對于薪資獵頭公司會跟公司談論。

Many candidates interview is not smooth, a big factor is the salary problem, so we should pay special attention to it. For salary, clarify with candidates, the company does not mention, try not to take the initiative to mention; When the company proposes, it can first truthfully state its current salary, and then emphasize that if the company thinks it is appropriate, it can improve on this basis, or emphasize that it will make its salary reach its hope through its own efforts; If the company says that the salary is too far away from our previous communication, you can reply that the interviewer needs to think again. Don't refuse on the spot. The headhunting company will talk to the company about the salary.