????我很少遇到拒絕向我提供信息的求職者，因?yàn)樗麄兦宄@最終對(duì)他們有益。偶爾會(huì)有求職者表現(xiàn)出一絲猶豫。在這種情況下，我會(huì)盡量向?qū)Ψ浇忉?，不了解這些信息，將會(huì)限制我代表他們的能力。歸根結(jié)底是你在找工作，雖然求職過(guò)程會(huì)令人沮喪、不合理、不公平，但你也應(yīng)該盡可能讓自己舒服一點(diǎn)。

????招聘經(jīng)理每天要接無(wú)數(shù)的電話。既有來(lái)自獵頭的電話，也有推銷電話、供應(yīng)商和服務(wù)提供商的電話等等。這種電話溝通能迅速展示求職者技能，增加求職者個(gè)人價(jià)值，并建立信譽(yù)。如果我與求職者見過(guò)面，對(duì)方也表示讓我作為其代表，但我卻不知道求職者的準(zhǔn)確數(shù)據(jù)，這會(huì)令人感到窘迫。相反，如果了解了相關(guān)的信息，我們便能非常自信地為求職者和客戶提供基于事實(shí)的、符合邏輯的解決方案，從強(qiáng)有力的立場(chǎng)出發(fā)參與到求職過(guò)程當(dāng)中。

????最后，如果獵頭處理這種情況的方法，是對(duì)你說(shuō)“你很難相處”或者，我需要“合作”，那我認(rèn)為這位獵頭恐怕不太合格。獵頭的工作就是做招聘過(guò)程中的最佳溝通者。我們必須代表求職者和客戶向?qū)Ψ矫鞔_表達(dá)我們的想法和理由。

????對(duì)付獵頭的基本規(guī)則：如果獵頭需要某條信息，卻無(wú)法為你提供合乎邏輯的理由，那么對(duì)你來(lái)說(shuō)，披露這條信息或許不是最有利的做法。（財(cái)富中文網(wǎng)）

????譯者：劉進(jìn)龍/汪皓

????I’ve rarely had a candidate elect not to give me that information, as they understand it is to help them in the end. In very rare instances, I felt a grand sense of reluctance and in those cases I did the best to explain why it would limit my ability to represent them. At the end of the day, it is your job search and you should feel as comfortable as possible in what can already prove to be a frustrating, irrational, unfair, process.

????Hiring managers are bombarded with phone calls all day long. Not just from recruiters, but every possible sales call, vendor and service provider you can think of. It is up to the individual calling to quickly showcase skills, add value and build credibility. If I do not know exact data points on my candidates, someone I’ve met face to face with and say I am representing, that is embarrassing. Instead, with the knowledge we can be confident, fact-based, logical solution providers for candidates and clients alike, and come from a position of strength.

????Lastly, if the way that situation was handled was to tell you “you’re being difficult” or I need that to “play ball” then I’d say the recruiter has some work to do. It is our job as recruiters to be the best communicator in the hiring process. There is a necessity to articulate our thoughts, and reasoning, to candidates and clients alike on behalf of another human being.

????General rule with recruiters: If the recruiter cannot provide you with logic-based reasons on why they need a piece of information, it is probably not in your best interest to disclose it.