What kind of senior management talents are suitable for printing plants?

Aside from personal experience, when you choose senior management talents, you must be clear about the following questions: Do you need someone who knows the printing industry very well and has worked in this industry for a long time, or do you need someone who has made achievements in other fields and can inject fresh blood into the printing industry and your enterprise? There is evidence that these two methods of talent selection have certain advantages.

Need a professional background. According to the annual list of the top 100 people published by PrintWeek magazine, most successful people have a good and solid foundation in the printing industry. But in Communisis, one of the largest printing groups in Britain, many directors come from fields other than printing, including the current CEO of the company, jimmie vaughan. Printing professionals have different opinions on whether to hire talents from other industries. Danny Norvik, general manager of Mercury Recruitment Company, said: "With the progress of the times, industry knowledge will become more and more valuable, but most of this information is biased towards product operation and market contact." Mark Leonard, the recruitment manager of JPL recruitment company, believes that from the company's point of view, candidates must have some form of technical knowledge. Leonard believes that printing enterprises rarely (if ever) select senior management talents from other fields. He said: "We have never met a printing customer who wants to recruit talents from industries other than printing." George thompson, a recruitment expert and general manager of Harrison Scott, said, "On the surface, it makes sense to hire a manager from other industries-for example, an automobile manufacturing expert for the web-to-print factory. But as time goes on, I am more and more skeptical about this statement. In practice, I have never seen a company succeed in this recruitment method. " Like Leonard, Thompson also believes that senior managers of printing enterprises must have a certain professional background. He believes: "This chosen person must know the history of the enterprise. I don't remember any layman who has achieved great success in the printing industry." The first reason why he said this is that candidates in the industry usually have certain network resources, which is particularly important for a senior sales position. Thompson said: "No company wants to hire a sales manager who can't bring customers and orders for himself." Printing is an industry that pays attention to credibility. It has many networks, which can keep people informed of the latest progress in this field. Leonard believes that it is not surprising that a person can take his former client to another company on this basis. There is no doubt that any enterprise wants to attract outstanding talents with strong professional background, because only such talents can bring more vitality and vitality to the enterprise. Norvik believes that from a higher level, if a person who knows the pressure that customers are facing now is the leader of an enterprise, then he can help you make a competitive strategic plan that can meet the real needs of customers. Norvik believes that recruiting an employee from a leading industry is of great benefit to printing enterprises. For example, the changing face of the printing industry has prompted some companies to look for business opportunities outside the traditional printing market. Recently, Simpson Group, a point-of-sale advertising expert, also got rid of the shackles of traditional printing and joined the competition in the fast-moving consumer goods market under the leadership of an experienced marketing expert. From these examples, we can clearly see that many enterprises have obtained the coveted competitive advantage through non-mainstream recruitment methods. In addition, Thompson's "halfway house" method is also a very worthwhile recruitment method. For example, the owner of a book printing factory may decide to hire a supervisor from the field of direct mail printing. This has two main advantages: first, it can bring a brand-new business perspective to enterprises, and second, new managers have already had a basic understanding of the printing industry. No matter where the candidate comes from, the most important thing is that he can coexist peacefully with other members of the management team, especially the chairman or the staff responsible for recruitment. Thompson said: "The choice of a candidate will eventually fall into the hands of one person, and whether this person will vote for the candidate depends mainly on whether the latter can form a good cooperative relationship with others." Overall thinking is very important. Norvik of Merck believes that new managers should be able to have original opinions on the development direction of enterprises and integrate their fresh ideas into the management structure of enterprises. Norrvik said: "Holistic thinking is very important for a manager. We see that many people who have been promoted within the enterprise actually do not have this ability. They may be the most comprehensive and outstanding employees so far, but as time goes by, their work scope and vision will become narrower and narrower. " She added: "Even if you are only responsible for a certain aspect of the work, candidates should take a long-term view and at least understand the relationship between the work they are responsible for and other departments in the enterprise. If you don't have this trait, then it is difficult for this applicant to promote the development of the enterprise in a creative way. " Although there are conventional methods that have been used for many years, occasionally trying new ways of working may also bring some unexpected surprises to your enterprise. Recruitment has never been an easy task, especially when recruiting senior managers, enterprises have to bear greater risks.