For outstanding talents in key positions, is the recruitment method different from that of general recruiters?

For outstanding talents in key positions, the recruitment method is definitely different from that of general recruiters.

When recruiting ordinary employees and outstanding talents, the recruitment channels are different, the interview content and skills are different, and the standards are even different.

Recruitment of outstanding talents: from the channel, headhunters, newspapers, internet and on-site recruitment can be used. For ordinary employees, such as operators, you may have to deal with the labor market and employment agencies, or put up recruitment notices at the factory gate, or go to remote rural areas for "on-site recruitment" or go to technical schools to find them. As far as my experience is concerned, the recruitment of operators, going to the talent market or publishing newspapers are not effective.

The second part of recruitment is interview and selection.

The biggest difference between ordinary employees and outstanding talents is the different work mission.

General employees mainly test physical strength and operational skills.

The content of the excellent talent test is much more. For example, you should test his organizational skills, communication skills, planning and inspection skills and so on.

Just look at their job descriptions and you can see roughly how different they are.

Another biggest difference in the interview is that we may pay more attention to the education of managers. Operators, there are few requirements in this regard.