What are the high-end talent recruitment processes managed by the superior talent management department and enjoying the government talent policy?

1. Forecasting the recruitment demand The company should make a forward-looking internal succession plan and reserve a group of candidates who can fill future job vacancies. However, most companies only start recruiting when there are vacancies in senior management positions. In fact, companies should check the demand for senior leaders at least once every two to three years and make a talent reserve plan for senior management positions.

If the company wants the new executives to be more than a flash in the pan after taking office, it must explain in detail what relevant skills and experience are needed for the position, determine whether the candidates have the ability to lead the future team, and consider the influence of the company culture and environment on the performance of the new executives.

3. Establishing a pool of candidates When looking for candidates, companies should cast a wide net, not only in the usual scope of talent consideration, but also pay attention to "insiders", that is, candidates with objective perspectives within the company (such as personnel of international branches) and "outsiders", that is, trusted former employees, customers, suppliers or consultants of the company. In addition to considering the candidates themselves, the company should also contact people who can provide excellent candidates to save search time and energy.