Recruitment of international multinational companies

Headhunters can be said to be professional, such as recruiting general managers. Headhunters collect a lot of information, but companies can also recruit general managers. The two cannot be compared, and each has its own advantages. Executive recruitment: There are high requirements for experience, professional knowledge and ability. Multinational companies: the ability and quality analysis is clear, which can be divided into three categories: analytical judgment ability, interpersonal communication ability and work attitude. Each category has multiple projects, totaling more than 20 projects. However, domestic companies generally rely on feelings, but there is no standard, which leads to mistakes in selecting people and a lot of intangible costs.

Multinational companies have clear requirements for operating performance, while domestic companies are arbitrary. Member selection and employment selection. There are two ways for enterprises to select and employ people: internal selection and employment are mainly through internal promotion, internal transfer and post rotation. The external selection is mainly through introducing acquaintances, publishing advertising information and obtaining information from talent institutions and universities. Advantages and disadvantages of internal choice and external choice are as follows: Advantages of internal choice: Internal choice can motivate employees. The quality of personnel selected internally is relatively safe and reliable.

Enterprises have a better understanding of internal recruiters, and internal recruiters have a better understanding of the company's goals, development process and existing problems, and can quickly become competent. Can save costs. Disadvantages of internal promotion: internal talents come down in one continuous line, and "inbreeding" often follows old-fashioned concepts and thinking, with narrow thinking scope and lack of innovation vitality. In the selection process, it is easy to cause excessive competition and internal friction among colleagues. Advantages of external hiring: external hiring is conducive to recruiting talents and attracting talents.

External talents with work experience can often bring advanced work experience from other units. Their arrival is like injecting fresh blood into an enterprise and increasing its vitality. Disadvantages of external recruitment: due to the lack of understanding between external talents and employees of the employer, it is easy to have difficulties in cooperation and the work adaptation stage is long. Appointing external talents to management positions will make employees feel hopeless for promotion, thus dampening their enthusiasm for work. The cost of external recruitment is higher than internal promotion.