即使拿到“很棒”的候選人簡歷，也不能高興的太早，因為簡歷大多有“水分”，甚至存在完全造假的職業騙子。因此，獵頭要對人選進行初步面試（可以是電話面試），核對人選經歷的真實性，并判斷其能力水平。山東獵頭公司認為初步面試需要關注以下幾點：

Even if you get a "great" candidate's resume, you can't be happy too early, because most resumes have "moisture", and there are even professional fraudsters who completely fake them. Therefore, the headhunter should conduct a preliminary interview (which can be a telephone interview) for the candidate, check the authenticity of the candidate's experience, and judge his/her ability level. Shandong Headhunting Company believes that the following points should be paid attention to in the preliminary interview:

1、崗位名稱及任職時間：崗位名稱是簡歷注水的重災區，明明是主管的寫自己是經理，明明是經理的寫自己是總監。獵頭應與人選確認其簡歷上寫的職位名稱，是否與公司“內部發文”任命的職位名稱一致。

1. Position name and tenure: The position name is the disaster area where resume is injected. It is clearly the supervisor who writes himself as the manager and the manager who writes himself as the director. The headhunter shall confirm with the candidate whether the position name written on his resume is consistent with the position name appointed by the company's "internal document".

2、匯報對象及下屬人數：匯報對象能真實反映人選的權責大小，有些總監上面有副總經理，副總經理上面有總經理，總經理上面又有副總裁，這樣的總監可能只相當于其他公司的經理。

2. Reporting objects and number of subordinates: The reporting objects can truly reflect the power and responsibility of the candidates. Some directors have deputy general managers, vice general managers and vice presidents. Such directors may only be equivalent to the managers of other companies.

3、工作內容和項目經歷：工作內容哪些是人選親自負責，哪些是參與和配合？項目經歷是否完整，難度如何，是同一時間內管理多個項目，還是一個項目結束再負責另一個？這些都會影響人選的匹配性。

3. Work content and project experience: Which candidates are personally responsible for the work content, and which ones are involved in and cooperate with? Is the project experience complete? How difficult is it? Do you manage multiple projects at the same time, or do you take charge of another project after the completion of one project? These will affect the matching of candidates.

4、邏輯性、系統性、高度：候選人對問題的回答是否邏輯清楚，讓人一聽就明白？候選人是否對過往的經驗有總結和提煉，還是僅僅敘事卻沒有深入的思考？候選人是否具備應聘級別所需的視野和格局，還是僅關注于基礎工作？

4. Logical, systematic and high: Are the candidates' answers to the questions logical and clear? Does the candidate summarize and refine the past experience, or just narrate without in-depth thinking? Does the candidate have the vision and structure required for the level of application, or only focus on basic work?

5、描述過程的干貨有多少：很多人喜歡講結果，比如業績好、客戶滿意、老板表揚、團隊和諧等，但這些意義不大，結果是容易編造的，達成結果的過程和方法才是判斷的核心，沒有過程的結果都是耍流氓。

5. Describe the number of dry goods in the process: Many people like to talk about the results, such as good performance, customer satisfaction, boss praise, team harmony, etc., but these are of little significance. The results are easy to fabricate. The process and method to achieve the results are the core of the judgment. The results without the process are all hooligans.

6、離職原因能否自圓其說：在公司不滿一年即離職、沒找到下家就提前離職、跳槽后職位薪酬無明顯提升等情況都需要特別關注，因為大公司都有淘汰率指標。

6. Whether the reason for resignation can be justified: when the company leaves the company within one year, leaves the company early without finding a new employee, and there is no significant increase in post salary after job hopping, special attention should be paid, because large companies have elimination rate indicators.

7、學歷是否為統招本科：學歷造假也很常見，通過候選人的入學年齡、畢業時間可以判斷是否有專升本、延期畢業等情況。

7. Whether the education background is a unified undergraduate: It is also common to fake the education background, and it can be judged whether there is a junior college promotion or delayed graduation by the candidate's age of admission and graduation time.

簡歷靠譜，不僅節省了HR和獵頭雙方的時間，也是贏得HR信賴與滿意的一步，希望本文能幫助獵頭朋友們提高對候選人的判斷力，塑造專門的顧問形象！更多相關內容就來我們網站http://www.qvnvn.cn進行咨詢！

Reliable resumes not only save HR and headhunters time, but also win HR's trust and satisfaction. I hope this article can help headhunters improve their judgment on candidates and create a special consultant image! More relevant content will come to our website http://www.qvnvn.cn Consult!