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.

　　之前都從事獵頭勞動還是初出茅廬的新手,獵頭公司幾乎新手培訓實踐,畢竟,每一個獵頭公司操作形式并不相同,企業(yè)文化,工作環(huán)境是不同的,必要的方向,使員工快速勞動氣氛,增強員工工作盡快,盡快。但是我們訓練的技巧不同。

　　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.

　　獵頭行業(yè)本身是一個獨特的行業(yè),越來越多的關于打獵,這只是進入獵頭行業(yè),需求之間的經(jīng)驗和自我鍛煉,很長一段時間住在這個極限,而這一次,也是小是非常簡單的,很容易放棄一個舞臺。關于新的培訓，更多的新員工以前并不熟悉這個行業(yè)，我們需要幫助他們對這個行業(yè)有一個新的認識，這本身就是一個提升，更多的是為他們的職業(yè)生涯創(chuàng)造機會。教導新員工如何面對挑戰(zhàn)和機遇，引導他們以對正的熱情和陽光心態(tài)去面對勞動。

　　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.

　　公司發(fā)展歷程、創(chuàng)始人、組合架構、核心管理人員隨從故事等諸多方面，對新員工的核心競爭力有了充分的了解。新員工，很可能是自己能否適應新的工作環(huán)境和崗位要求，個人如何發(fā)展空間，能否融入新的企業(yè)文化會出現(xiàn)問題。熟悉崗位的勞動要求和程序，以及勞動制度和行為準則，幫助員工了解自己的勞動職責、晉升渠道，熟悉。

　　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.

　　以上就是濟南獵頭公司對獵頭公司如何看待90后的詳細介紹，想要了解更多請點擊官網(wǎng)http://www.bjddhyyq.cn

　　The above is a detailed introduction of how Shandong headhunting company views the post-90s generation. To learn more, please click http://www.bjddhyyq.cn