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.

　　之前都从事猎头劳动还是初出茅庐的新手,猎头公司几乎新手培训实践,毕竟,每一个猎头公司操作形式并不相同,企业文化,工作环境是不同的,必要的方向,使员工快速劳动气氛,增强员工工作尽快,尽快。但是我们训练的技巧不同。

　　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.

　　猎头行业本身是一个独特的行业,越来越多的关于打猎,这只是进入猎头行业,需求之间的经验和自我锻炼,很长一段时间住在这个极限,而这一次,也是小是非常简单的,很容易放弃一个舞台。关于新的培训，更多的新员工以前并不熟悉这个行业，我们需要帮助他们对这个行业有一个新的认识，这本身就是一个提升，更多的是为他们的职业生涯创造机会。教导新员工如何面对挑战和机遇，引导他们以对正的热情和阳光心态去面对劳动。

　　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.

　　公司发展历程、创始人、组合架构、核心管理人员随从故事等诸多方面，对新员工的核心竞争力有了充分的了解。新员工，很可能是自己能否适应新的工作环境和岗位要求，个人如何发展空间，能否融入新的企业文化会出现问题。熟悉岗位的劳动要求和程序，以及劳动制度和行为准则，帮助员工了解自己的劳动职责、晋升渠道，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.

　　以上就是济南猎头公司对猎头公司如何看待90后的详细介绍，想要了解更多请点击官网http://www.shandonglietou.com

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