What principles do general enterprise recruiters follow?

1, the principle of combining enterprise needs with job suitability.

Recruiting talents is not for people to see, it is what the company needs. He may be recognized as an excellent talent in the industry, but your company doesn't need this talent, which is a huge waste. In the end, the company was uncomfortable, and the talents were also uncomfortable. They parted ways and made a lot of noise. Talent recruitment should be suitable for this position. The person in charge of on-site technical management must be practical and capable, have rich practical experience and be able to handle interpersonal relationships; Active thinking, strong development ability, do not like to contact people may not be suitable. In short, we don't have to recruit the best, we should recruit the most suitable.

2. The principle of combining external recruitment with internal selection.

Enterprise development needs to introduce external talents and reduce "airborne troops". First, because enterprises, like other things, need "hybridization", blind "inbreeding" will lead to management degradation, aging, solidification, lack of vitality and need catfish effect. However, the main ways of talent selection in enterprises should be internal selection, competition for posts and self-cultivation of talents. First, let people in the industry see that there is a road to growth, a head start and hard work. Second, reducing the internal and external "running-in period" is conducive to the stability of the company. When changing the company's main leaders, such as recruiting professional managers as general managers, preparations must be sufficient. Because of the changes in business philosophy, management methods and key management personnel, it is equivalent to an "earthquake". Company leaders must go all out to formulate corresponding countermeasures in an all-round way, so as to be prepared.

3. The principle of combining enterprise development with current use.

Enterprise development represents the future of the company. Recruiting outsiders who have strong development ability and are familiar with the market situation to "mix sand" can combine inside and outside and accelerate the development of marketable products. The main purpose of recruiting current users is to recruit "capable people" and "acquaintances" (experienced). Some positions are more cost-effective than self-training The combination of current interests and long-term interests ensures the sustained and stable development of enterprises.

4. The principle of combining leadership recruitment with follow-up service.

Now many companies, like Jobs, take the lead in on-site recruitment. On-site recruitment by the largest and most knowledgeable person in the company can directly answer some questions raised by the candidates. When both parties are satisfied, they can make a decision at that time, that is, improve efficiency and recruit the needed good talents. It's really a good idea. However, after talents come in, follow-up services must keep up. We can't "see the boss often at job fairs, but it's hard to see the boss when we enter the company", and the old concept of "the master leads the door and the practice is in the individual" should also be changed.

Retaining talents is a "systematic project", which requires vision, treatment, emotion, welfare and career, and the "number one" must be done well.

5. The principle of combining outstanding advantages with allowable disadvantages.

Because the called person's specialty and advantages are outstanding, plus the needs of our company's present or future development, the company's advantages are more prominent, and the disadvantages become advantages, so we will keep them for reuse. However, we must realize that there is no shortage of gold, no one is perfect, and people with outstanding advantages often have outstanding shortcomings. In employing people, we should give full play to his strengths, enlarge his strengths, avoid his shortcomings and tolerate his shortcomings. Remember, strength can win, perfection can kill.

6, do not avoid Chou He, do not avoid the principle of combining relatives.

As long as he has the skills needed by the company and the qualities applied by professional managers, he should not hesitate to hire him, even if he almost killed the company on his opponent. One is to show our broad mind, but we should believe in our own skills, and the other is to better motivate him to play his role. Kill three birds with one stone, why not?

Do not shy away from relatives, as long as it is beneficial to the company, or the advantages outweigh the disadvantages, no matter what kind of people and relatives can be reused. However, to establish a preventive mechanism, it is necessary to do a good job of employees in advance.

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