1. Customer demand analysis: fully understand the customer's corporate culture and employment mechanism, and define the talents needed by the enterprise.
2. Access to talent information: A large number of talent information can be obtained by relying on large-scale job fairs held every week in large and medium-sized talent markets.
3. Carefully verify the resume: evaluate the applicant's personality, ability, professional and technical knowledge, work performance, advantages and disadvantages. And on this basis, write a comprehensive evaluation report on the candidates.
Consultation and follow-up service: provide personnel consultation and help to the hired resignation candidates, keep in constant contact with customers, and help both parties to solve the difficulties and obstacles that may be encountered during the probation period, so as to ensure the success of the candidates' trial and achieve satisfactory results for both parties. From traditional personnel operation practice to human resource management, and even the creation of human capital, hr practitioners are required to have higher quality and stronger ability. As far as training is concerned, enterprises now need not only efficient training organizers, but also comprehensive talents who can develop training courses suitable for enterprise development and teach related courses according to the actual situation of enterprises.
At the same time, Xinjiang recruitment network relies on major training institutions in Xinjiang to provide employees with various skills upgrading, certification and training courses.