At this time, the company boss will regret it. Why didn't he train talents in this field earlier and make a good reserve of talents?
Speaking of enterprise content training, many companies, especially large companies, will carry out the talent reserve strategy. Some companies also have colleges that specialize in training talents, such as Haier University, which is well known to all. However, we should know that most of these colleges and universities cultivate new people in the workplace, and it takes a long time for these people to grow from graduates to mature talents and even executives. In this rapidly developing society, the self-hematopoiesis of enterprises is too slow.
At the same time, there is another situation where enterprises need to recruit senior management talents. Enterprises expand new fields or start new business, but they often lack experience and talents in new fields. It's too late to cultivate on your own, so you can only find the right candidate through headhunting channels at the fastest speed.
You may ask, why can't the company's own HR complete this recruitment work? Same as above. In the face of new fields, HR has no relevant industry knowledge reserves, so it is impossible to conduct professional talent search and screening, and there is no talent resources in this area.
Another channel that enterprises think is effective is internal recommendation. Many companies will let employees in the company recommend candidates to join the company through contacts. Although this method may be effective in the initial stage and new employees will have a better sense of belonging to the company, it can be said that there will be endless future troubles.
It is bound to be a situation of gangs, and acquaintances will naturally hold a group. In addition, can people recommended by acquaintances, especially those in senior management, be dismissed decisively if the candidates are not suitable? Will it cause adverse reactions to the referee?
Therefore, when a company is faced with recruiting important positions, especially senior managers, the most reliable and effective way is to use headhunters. Headhunters can not only find suitable candidates quickly, but also screen candidates more objectively, and help enterprises complete the recruitment of important talents from the perspective of a third party.
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