On the thinking of middle and high level recruitment in enterprises.
The personnel recruitment is not only the important link, and personnel work important control link, with the mobility of people since the reform and opening up, to the modern personnel management work also put forward higher requirements. Recruitment link is the first work link, the HR department of personnel control controls the bottleneck, the pros and cons of recruiters, marked the employers in the subsequent work efficiency and benefit of generating ratio, in the process of hiring enterprises at all levels, different recruitment channels and methods is high and low, in view of the company, in the recruitment of high-level personnel and briefly explain the following way.
(I) high-level recruitment.
1. First, I need to understand the senior staff required by the enterprise, then analyze the positions of the recruitment, and make the manual of high-level positions. A job description formed on the job analysis, which defines the qualifications, work experience, professional skills, direction and personality characteristics of senior personnel vacancies.
3, in the recruitment of high-level exchanges, should not only follow the recruitment management approach, more flexible and more human communication, taking the appropriate recruitment object's psychology, clear your resume, I know that the salary. i.
(4), high-level personnel recruitment, cautious intake salary negotiations, the change to the top means that companies have enough temptation, want to consider the consumption level of the working area, also want to consider hiring object past salary, consider hiring object family situation, etc., various accept the condition of the comprehensive analysis of high-level personnel, is to finish top one of the most important aspects of the job. At the top of the recruitment, we do not lose the company's employment standards and principles, but also meet the enterprise's tolerance, and more in line with the new labor contract law.
