What does the company's talent pool mean? What do you recruit? The job where you work every day? Or just a name, no work?

First of all, what does talent reserve mean? Literally, it is a reserve strategy for enterprises to recruit talents for the development of the company.

This reserve strategy is different from ordinary recruitment, and employees need to be assigned to specific positions in the shortest possible time. To put it bluntly, the shorter the time employees can work directly, the better, that is, the sooner they can create value for the company, the better. The most direct performance is a three-month probation period, and some companies even have a probation period of two months and one month. Those who can't work after this time will basically be eliminated.

However, for the employees recruited by the talent pool, the company generally does not require them to directly create value in the short term, because the talent pool pays more attention to the plasticity of talents and hopes that talents can have a long-term development plan in the company.

This involves the second question, what is the purpose of recruitment?

From personal experience, the talent pool has just entered the company. Generally, you will not be directly exposed to front-line business, but will be assigned more work such as planning, overall planning, uploading and publishing. This kind of work pays more attention to work logic and the ability to communicate with people. But in small companies, there may not be so much business to sort out and integrate. A lot of co-ordination work may be done directly by business departments, so it will cause employees and talent reserves of small companies to do nothing. But it is not in a mature company with a certain scale, because the business scale of such companies is relatively mature, and the front-line business positions specialize in business, and the planning function in the background needs special personnel to be responsible. At this time, employees with talent reserves will probably start with this kind of work first.

Therefore, the talent reserve post is not in name only when you don't go to work, and the company is not a welfare institution. It is definitely necessary to go to work, but because of the different scales of companies and different business logics, some companies have very busy talent reserve posts, while others are very idle. Extreme leisure, coupled with the company's lack of attention to the attendance system, may indeed lead to the phenomenon of "not going to work in name only".

There is a problem involved here. An important purpose for enterprises to recruit talent reserve positions is to minimize losses when core employees are lost. Because talent reserve posts are generally the work of benchmarking core employees, such as sales elites, technical elites and department managers. The company will also require core employees to systematize their work content as much as possible, forming a replicable model, which is convenient for reserve personnel to learn and operate. In this way, even if the core employees leave, they can be directly employed in talent reserve positions. Form the stability of the company's talent structure and minimize losses.

It is worth noting that, in the final analysis, the company needs to reserve "talents", and ultimately the company needs employees to be able to fall into specific positions to create value. As long as the company does not sell dog meat, but wants to seriously cultivate its own enterprise talents, in the long run, if employees in talent reserve positions can persist, their development potential will be greater than that of ordinary employees.