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Leading domestic automobile industry

From: 本站 Author: admin Posted: 2018-08-15 18:19:42 View: 26
The customer is a leading enterprise in the domestic automobile industry. Last year, the data business department was established, which is at the group level. The main work is big data and intelligent algorithms, and the related positions are very large. This year, I started to do this customer case. At that time, I was worried about big data development and algorithm related posts.

[ Case background]

The customer is a leading enterprise in the domestic automobile industry. Last year, the data business department was established, which is at the group level. The main work is big data and intelligent algorithms, and the related positions are very large.
This year, I started to do this customer case. At that time, I was worried about big data development and algorithm related posts.
The interview process on the client side is relatively slow. Generally, it takes at least one and a half months from the recommended resume to the salary of the offer. Many candidates are unwilling to wait, resulting in recommendations that have not been ideal.

 

[Talent Search and Interview]
Talent Search:
The client's hard target for candidates is 985/211 graduates, and must be able to accept the style of state-owned enterprises, but currently IT/Internet industry engineers generally prefer Internet companies with relaxed working atmosphere, which brings certain search to candidates. Difficulty.
Interview:
After the resume recommendation, the customer informed us that the interview process has changed. You need to join the two sides after one side and see the department boss. At that time, I did not tell the candidate the first time, but chose to look at the specific feedback first.
After passing, the candidates were appeased, asked about their intentions, and informed that there was another round of interviews, mainly to meet with the client department boss, and the candidates expressed their understanding.
The two-sided process is relatively simple, that is, look at the eye and look at the candidate's attitude towards the client company. Both candidates passed successfully.


[Talk about salary]
The interview passed the week to inform the candidate to submit the corresponding salary materials, and then began a long wait.
The client company has a dedicated salary teacher who has his own work plan. No one knows when to return to pay, but usually at least two weeks.
The candidates come to ask about progress every week. We only have to constantly appease, and ask about how other opportunities are being seen. We know that both of them have rejected other opportunities, and the focus is on the client's side; but at the same time, they are worried. As it is a state-owned enterprise, the salary is not expected, and we are urged to speed up the process.
In the fourth week after the second side, I finally arranged a salary negotiation. Both candidates got the ideal salary and signed the offer on the spot.


[ Offer Experience ]
In the early stage, we must anticipate the risks that may be encountered in the later period, and communicate in advance to understand the candidate's motivation and minimize the risk.
There are new changes in the process, and it is necessary to adjust the timing to inform the candidate and take the initiative.
From searching for candidates to offer, this is a long process, and it requires a lot of patience. At the same time, we must constantly adjust our mindset, give ourselves and candidates confidence, and avoid affecting candidates because of their own mentality fluctuations.