What are the writing principles of enterprise recruitment?

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.