职位分析，就是猎头利用各种科学的工具、渠道、方法对招聘单位（也就是“客户”）的招聘职位设置目的、主要职责、工作内容、权限范围、结构关系以及工作环境、工作条件、人才地图、薪酬水平等进行的分析、描述和记录，从而确认该招聘职位是否具有可操作性以及明确该职位的找人方向。下面济南猎头公司为您分析：

Position analysis means that headhunters use various scientific tools, channels and methods to comprehensively analyze, describe and record the purpose, main responsibilities, work content, scope of authority, structural relationship, working environment, working conditions, talent map, salary level, etc. of the recruitment position of the recruitment unit (that is, "customer"), so as to confirm whether the recruitment position is operable and clarify the direction of the position. Jinan Headhunting Company will analyze for you:

一般来说，资深猎头顾问通常从以下几个纬度进行职位分析，具体包括：公司与行业信息分析、岗位需求与岗位分析、组织架构分析、薪酬福利分析等，每个维度又包含不同层面的内容。

Generally speaking, senior headhunters usually conduct job analysis from the following dimensions, including: company and industry information analysis, job demand and job analysis, organizational structure analysis, salary and welfare analysis, etc. Each dimension also contains different levels of content.

一、公司与行业信息分析

1、 Analysis of company and industry information

关于公司信息分析，主要从公司基本情况、企业文化、公司业绩、发展历程、产品与业务分布、商业模式与产业链、组织结构、优劣势、企业文化、近期大事件等进行分析。

The analysis of company information is mainly based on the company's basic situation, corporate culture, company performance, development history, product and business distribution, business model and industrial chain, organizational structure, advantages and disadvantages, corporate culture, recent major events, etc.

公司基本信息是我们需要去挖掘的内容，对公司信息的了解程度决定了我们后面对职位以及候选人的把控，也是我们能够提炼出该公司的吸引点，从而打动候选人的关键所在。所以在对公司信息进行了解时，一定要做到“。

The basic information of the company is the content that we need to focus on. The level of understanding of the company information determines our control of the position and the candidate. It is also the key that we can extract the attraction of the company and thus impress the candidate. Therefore, when understanding the company's information, we must be "comprehensive.

二、职位需求与岗位分析

2、 Position demand and position analysis

了解职位需求与岗位分析，可以在项目开始前，圈定一个大概的寻访方向，比如年龄、性别、学历、婚育等硬性需求，可以排除一部分不合适的候选人。通常包含了以下几个方面：招聘原因、需求原因、具备能力、教育背景、用人倾向、其他要求、寻访渠道、职位优劣与不同点、候选人的行业与公司、候选人画像等。

To understand the job needs and job analysis, you can circle a general search direction before the project starts, such as age, gender, education, marriage and other rigid needs, and you can exclude some inappropriate candidates. It usually includes the following aspects: recruitment reason, demand reason, ability, education background, employment tendency, other requirements, search channel, position advantages and disadvantages and differences, candidate industry and company, candidate portrait, etc.

三、组织架构分析

3、 Organizational structure analysis

了解组织架构的目的，一方面是了解候选人未来的工作环境及预测工作过程中可能会遇到的问题。另一方面，也是帮助企业和候选人选择一个“合拍”的“搭档”，减少企业的流失率，增加候选人过保的几率。

The purpose of understanding the organizational structure is, on the one hand, to understand the candidate's future work environment and predict the problems that may be encountered in the work process. On the other hand, it is also to help enterprises and candidates choose a "partner" that is "in tune", reduce the turnover rate of enterprises, and increase the probability of candidates' over-insurance.

四、薪酬福利

4、 Compensation and welfare

这一部分很重要，不论候选人因为什么考虑转职，薪资都是必谈的问题。需要去了解清楚企业提供的薪资范围是什么，高能给到多少，能给出高薪资的标准是什么。同时还需要判断这个薪资是否合理，符不符合行情，如果给的太低我会直接跟HR说，这个薪资是招不到人的，目前这个岗位的合理年薪范围是多少，跟HR沟通调整薪资。

This part is very important. No matter what reason the candidates consider transferring, salary is a must to be discussed. It is necessary to understand clearly what the salary range of the enterprise is, how much the enterprise can give, and what the standard of high salary can be given. At the same time, it is also necessary to judge whether the salary is reasonable and in line with the market. If the salary is too low, I will directly tell HR that the salary can not be recruited. At present, what is the reasonable annual salary range for this position, and communicate with HR to adjust the salary.

可以将薪酬福利细化为：基本年薪（多少个月）、奖金、期权、补贴（饭贴、交通、通讯）、福利和其他（比如社保缴纳情况、税前/税后）。

The salary and welfare can be divided into: basic annual salary (how many months), bonus, option, subsidy (meal allowance, transportation, communication), welfare and others (such as social security payment, pre-tax/post-tax).

此外猎头在进行职位分析时要避开那些坑，比如对职位停留在基础的信息，对客户知之甚少导致方向南辕北辙。在前期准备阶段根据职位准备相关数据，随着职位的进度及方向的调整不断的补充数据资料。还有问题就来我们这里http://www.shandonglietou.com咨询了解吧！

In addition, headhunters should avoid those pitfalls when conducting job analysis, such as the basic information of the job, and the lack of knowledge of customers leads to the opposite direction. In the early preparation stage, relevant data will be prepared according to the position, and data will be supplemented continuously with the adjustment of the position progress and direction. If you have any questions, come to us http://www.shandonglietou.com Ask about it!