As time goes by, it has become a new force of social labor for the post-90s. The post-90s have argued that it is easy, only unstable. It's expensive for headhunters. Train a qualified recruiter, have at least three months' time and mood for the company's employees' consumption demand, do early induction training, industry training, basic training, etc., and have many high-level training in the later promotion journey. It is a huge loss to the company that the elite we have worked hard to cultivate resign in a short period of time. After the final start, there is a lack of talents in human cost, material resources and financial resources.
Before all engaged in headhunting work or novice, headhunting company almost novice training practice, after all, each headhunting company operation form is not the same, corporate culture, working environment is different, the necessary direction, so that employees fast working atmosphere, enhance the work of employees as soon as possible, as soon as possible. But we train different skills.
The headhunting industry itself is a unique industry, more and more about hunting, which is just entering the headhunting industry, the experience and self-training between the needs, living in this limit for a long time, and this time, the dog is very simple, it is easy to give up a dance platform. As for the new training, more new employees are not familiar with the industry before. We need to help them have a new understanding of the industry, which is an improvement in itself and more to create opportunities for their career. Teach new employees how to face challenges and opportunities, and guide them to face work with positive enthusiasm and sunshine.
The company has a full understanding of the core competitiveness of new employees in many aspects, such as the company's development process, founders, portfolio structure, and the stories of core managers' followers. New employees are likely to have problems whether they can adapt to the new working environment and post requirements, how to develop their own space, and whether they can integrate into the new corporate culture. Familiar with the labor requirements and procedures of the post, as well as the labor system and code of conduct, to help employees understand their labor responsibilities, promotion channels, and be familiar with them.
The above is a detailed introduction of how Shandong headhunting company views the post-90s generation. To learn more, please click http://www.garage-1.com