Conditions they offer to get talented

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people are really poor. Especially traditional companies, which always want to spend a small amount of money to do big things, and the recruitment conditions are extremely strict, it is surprising that they can recruit outstanding talents. Regional factors According to the survey, the five major cities that pay most attention to private areas are Guangzhou, Shanghai, Beijing, Shenzhen, and Hangzhou. This also means that corresponding private sector talents are also concentrated in these cities. % of companies have experienced the pitfalls of private domain teams Therefore, if the city where your

company is located is not attractive, it will be more difficult to recruit scarce private sector talents, especially managers. Not being able to choose the best is like choosing a general among a group of dwarfs. You Germany Telegram Number Data can only choose a suitable general. Excellent talents are more likely to choose new consumer brands In the past two years, various new consumer brands have continued to emerge. Compared with traditional companies, these brands pursue speed, like to iterate themselves, and attach great importance to the private sector. This environment is undoubtedly very attractive to private sector talents.



Not only does it have greater room for performance, but it is also easier to produce corresponding data and results. Although it is difficult to recruit people, it does not mean that we have to lower the requirements for the position. On the contrary, we must set strict standards. Because the work in the private sector is directtoconsumer, one mistake or mistake may cause a huge crisis. What are the recruitment and assessment criteria? So how do companies deal with the current talent dilemma? Carry out recruitment and assessment first Take the person in charge of the private sector as an example. Previously, we had a consulting client for a maternal and infant