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Recruitment philosophy

1. The concept of valuing the learning ability and team spirit of applicants
The learning ability of job applicants is more important than the skills they have already acquired. At present, various enterprises are constantly innovating their products and technologies. If we continue to maintain our market position and competitiveness, only by continuously learning advanced business concepts and work abilities, keeping up with the pace of the times, and paying attention to team cohesion, thinking and working together, can we be invincible in a hundred battles.
2. The concept that talents who can develop together with the company are greater than those who excel in a short period of time
At present, the company is in an efficient and rapid development stage, and each project requires a large amount of human resources support, which puts higher requirements on talent introduction and development. When talent is introduced, personnel who can be transferred from different locations and have strong career aspirations will always be the most valuable asset of the company.
3. The concept that the effectiveness of talent introduction outweighs timeliness
As a composite company, responsible for the long-term development of projects, the staffing of various departments is limited. In positions with strong professionalism, it is necessary to carry out recruitment with the premise of "rather lacking than overusing", and not lower recruitment standards for short-term employment pressure and pressure.
4. The concept that the core competencies of job seekers are greater than job skills and skills
There are many management positions in the industry that have been parachuted or transferred to new companies. Both personal knowledge structure and business skills can be competent for the new position, but there is a mismatch between the core competencies of employees (such as identifying with the new company's corporate culture, rules and regulations, and ways of doing things) and the new company, which ultimately leads to employees being unable to adapt to the new company and leaving, causing significant losses to both job seekers and the company