What should we pay attention to when recruiting?

1, corresponding. First-class enterprises need first-class talents as well as second-class and third-class talents at different levels. When recruiting, the "positioning" (the position of the enterprise in the industry and the position of the personnel) should be accurate, and it is not appropriate to position it from the actual talent demand of the enterprise. In fact, this positioning, on the one hand, is the actual strength and management level of the enterprise, on the other hand, is the development potential of the enterprise.

2. Synchronization. The potential and development space of talents are closely related to their understanding and learning ability. When recruiting talents, we should consider whether the potential of talents and personal development space can keep up with the development of enterprises. Talents who can keep up with the development of enterprises are more likely to stay for a long time. Too many individuals walking in front of the enterprise or lagging behind the enterprise will cause hidden dangers that talents are difficult to stay for a long time.

3. Accurate retention rate. Enterprises should have the concept of "accurate retention rate" of talents and attach importance to and improve the "accurate retention rate" of probation talents. If all the recruited talents are not retained during the probation period or at the expiration of the probation period, the retained talents leave early before reaching the expected service period, or the retained talents are not the most suitable for enterprise development and job requirements, which shows that the "accurate retention rate" of this recruitment work is very low and the recruitment is a failure.

4. Recruitment should have the concept of cost and effect. Every talent recruitment work includes not only the input of manpower, material resources and financial resources, but also the input of intangible assets of enterprises. If a recruitment fails to recruit suitable talents, the investment is only a transactional investment; If the recruited personnel leave the enterprise within a few days, they will pay double losses at this time, which may also lead to greater losses such as the disclosure of corporate secrets.