It's not easy for headhunters to find candidates, and it's also difficult to find candidates and arrange interviews. It's prone to 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，企業方又特別忙，所以經常導致雙方的時間經常對不上，需要不斷協調雙方的時間，一直問一直協調，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。有一次企業方的總經理想要面試一個候選人，但是總經理本人又經常出差，有次準備安排候選人去公司面試，但是總經理要去國外半個月，回來時，候選人已經去了其他公司上班。后來，領導告訴我一個方法，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's hard to match the spare time of both sides, especially when the candidate hasn't left and the enterprise is very busy, so the time of both sides often doesn't match. We need to constantly coordinate the time of both sides. We keep asking and coordinating. Both sides are a little impatient. I didn't expect such a simple thing to make me a mess. Once, the general manager of the enterprise wanted to interview a candidate, but the general manager himself often went on business trips. Once, he was ready to arrange the candidate to go to the company for an interview, but the general manager had to go abroad for half a month. When he came back, the candidate had gone to work in other companies. Later, the leader told me that a method was quite effective. As long as the recommendation report wrote down several interview time points for candidates to choose for Party A, or asked Party A to provide several interview time points for candidates to choose.

二、候選人答應面試又臨時反悔做獵頭久了就會發現這種情況很常見，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。讓候選人產生了質疑或動搖。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、 The candidate agrees to interview and temporarily reneges to be a headhunter. After a long time, you will find that this situation is very common. It may be that the candidate's family does not agree to change jobs, or the candidate has learned other information and changed his mind, or there may be some objective reasons: such as time. In fact, most of these problems are due to the incomplete establishment of the trust between the headhunting consultant and the candidate. Let the candidate question or waver. If the consultant has completely won the trust of the candidate, he will take the initiative to communicate his doubts with you rather than just stand up.

出現這種情況要盡量找出問題的癥結所在，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。當然好的方式還是牢固與候選人的關系，以避免這種事情的發生。

In this case, try 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 for objective reasons, you can also make another appointment. Of course, a good way is to strengthen the relationship with the candidate to avoid this kind of thing.

三、面試沒成功，卻因為路費問題產生了糾紛這個問題是出現在一個外地客戶身上的，當時也沒遇到過這樣的問題，因此也沒有注意到這個細節問題。當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。而客戶那邊認為是應該候選人自己承擔路費的。當時因為這個問題糾纏了好久，搞的我兩邊得罪人。

3、 The interview didn't succeed, but there was a dispute over the travel fee. This problem occurred to a foreign customer. At that time, I didn't encounter such a problem, so I didn't pay attention to this detail. At that time, after the interview, party a felt that the candidate was not very suitable. A few days later, the candidate asked me to go to Party A to reimburse his travel expenses, a total of more than 2000. The customer thinks that the candidate should bear the travel expenses himself. At that time, I was entangled with this problem for a long time, which made me offend people on both sides.

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路費，以免再出現類似情況。

From then on, when I meet with a foreign interview, I will first ask who will bear the toll, so as to avoid similar situations.

關于獵頭安排面試，在面試前，要給候選人做好面試輔導，盡量避免出現不必要的問題。獵頭一定要從中做好協調，不管是雙方的時間，還是面試容易出現的問題，還是面試后的后續發展，要盡量做好把控。

As for the headhunter to arrange the interview, before the interview, we should give the candidate interview guidance and try to avoid unnecessary problems. Headhunters must do a good job in coordination, whether it is the time of both sides, or the problems prone to appear in the interview, or the follow-up development after the interview, they should try their best to control.