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足球外围app > 资讯资讯>>足球外围app企业和招聘网站的区别有哪些?
足球外围app企业和招聘网站的区别有哪些?
来源: 发布人:shunxing 日期:2020-06-18
  对于大多数人来说,足球外围app以为就是招聘人才的人,其实并非如此。那么,足球外围app是什么意思?足球外围app企业和招聘网站的区别有哪些?
  For most people, headhunters think they are recruiters, but this is not the case. So, what does headhunting mean? What are the differences between headhunting companies and recruitment websites?
  足球外围app是什么意思
  What does headhunter mean
  “足球外围app”(Headhunting)一词属舶来词,原意为割取敌人的头作为战利品的人,现在多指物色人才的人。
  Headhunting is an imported word. It originally meant to cut off the head of the enemy as a trophy. Now it mostly refers to people looking for talents.
  《足球外围app》也是1982年香港上映的一部影片名称。在潮汕话中,“足球外围app”指光头,实际应为“蜡头”。 足球外围app一词来源于拉丁文,当时部落作战时把对方的头颅砍下来,挂在腰间炫耀。
  Headhunter is also the title of a film released in Hong Kong in 1982. In Chaoshan dialect, "headhunter" refers to bald head, which should be "wax head". The word "headhunter" comes from Latin. At that time, the tribe cut off the head of each other and hung it on the waist to show off.
  如今在很多人的理解看来,足球外围app是雇主企业的招聘方案提供者,回答雇主需要的人行业内有没有,在哪里,如何吸引他们来以及如何留住他们的问题。是人才的朋友,可以给到职业生涯发展的建议,至少有别的候选人职业发现走弯路的教训。是人才和雇主之间良性沟通的桥梁!
  Nowadays, many people understand that headhunters are the recruitment program providers of employers' companies. They answer the questions about whether, where, how to attract them and how to retain them in the industry. It's a talent's friend who can give advice on career development. At least other candidates find out the lesson of detour. It is a bridge between talents and employers!
  足球外围app企业和招聘网站的区别
  The difference between headhunters and recruitment websites
  尽管,他们做的都是关于招聘的事情,但各自所的侧重不一样。
                  
  Although they are all about recruitment, they have different emphases.
  1、通过正规足球外围app企业招聘人才,比通过一般招聘更快速。由于足球外围app招聘是主动出击,迅速锁定寻访的范围,与候选人建立联系。并在封闭的渠道里与候选人一对一交流,可以有效地达到招聘目标。
  1. Recruitment through regular headhunters is faster than general recruitment. As the headhunter recruitment is to take the initiative, quickly lock the scope of the search and establish contact with the candidates. And in a closed channel, one-to-one communication with candidates can effectively achieve recruitment goals.
  2、足球外围app招聘比一般招聘更准确。由于足球外围app企业主要从客户竞争对手企业内相同的职位上挖人,寻访到的人才一般比较符合要求,因此试用期走人的现象比较少。而且,候选人在成功推荐并上班后,足球外围app会提供一系列的服务,帮助候选人尽快适应新企业的岗位,避免招聘失败造成的风险。
  2. Headhunter recruitment is more accurate than general recruitment. Because headhunters mainly dig people from the same positions in their customers' competitors' companies, the talents they find generally meet the requirements, so the phenomenon of leaving during the probation period is relatively small. Moreover, after the candidates are successfully recommended and go to work, the headhunter will provide a series of services to help the candidates adapt to the positions of the new company as soon as possible and avoid the risk of recruitment failure.
  3、足球外围app企业招聘的人选比一般招聘的人选要优秀,可大大降低招聘风险。这是因为,优秀人才往往被原来的老板重金笼络和重用,流动市场上少见。高级人才跳槽喜欢通过足球外围app企业或朋友推荐,可以获得薪金谈判的缓冲。流动人才(招聘会、报刊、网络及其他媒体广告)中即使有才华出众者,往往由于人际关系能力较差、自我评价过高、以自我为、难以与人合作等原因,频繁跳槽。正规的足球外围app企业有广泛的寻访网络,对推荐人才进行反复甄选、履历验证或人事调查,具有效率高、及时准确等特点同时可以避免用人失误。
  3. The candidates recruited by headhunters are better than the general ones, which can greatly reduce the recruitment risk. This is because excellent talents are often attracted and reused by the original boss, which is rare in the mobile market. Senior talents like to change jobs through the recommendation of headhunting companies or friends, and can get a buffer of salary negotiation. Even if there are outstanding talents in mobile talents (job fairs, newspapers, Internet and other media advertisements), they often change jobs frequently due to poor interpersonal skills, high self-evaluation, self-centered, difficult to cooperate with others and other reasons. Regular headhunting companies have a wide range of search networks, which can repeatedly select recommended talents, verify their resumes or conduct personnel surveys, with the characteristics of high efficiency, timely and accurate, and avoid mistakes in employment.
  足球外围app的maping是做什么的
  What is the Maping of headhunters
  mapping/人才地图。
  Mapping / talent map.
  把目标的区域/企业所有相关人员都联系一次,搜集关键数据
  Contact all relevant personnel of the target area / company once to collect key data
  例如:在长三角找一个人事总监,要懂法语的。(针对职位)
  For example: find a personnel director in the Yangtze River Delta who knows French. (for position)
  过程:罗列长三角所有法资企业,尽可能联系到所有HR,问及大致年薪,学历背景,能力特点等等
  Process: list all legal companies in the Yangtze River Delta, contact all HR as much as possible, ask about the approximate annual salary, education background, ability characteristics, etc
  结果:数据化寻访结果,整理报告,提交给客户或者相关负责人。
  Results: data search results, organize reports and submit them to customers or relevant persons in charge.
  也有针对企业的,那就比较辛苦,
  There are also targeted companies, so it's hard,
  目标企业所有人都要联系的,技巧好的顾问可以通过1~2个人了解整个部门,在某个行业的沉淀5年左右的老足球外围app基本独立完成mapping的50%以上工作量,喊上1~2个助手帮忙更新信息就可以了。
  All the people in the target company need to contact. Skilled consultants can understand the whole department through 1-2 people. The old headhunters who have been in a certain industry for about 5 years have basically completed more than 50% of the mapping work independently. Just call on 1-2 assistants to help update the information.
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