Talent profile determination

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What do you think is the biggest problem you encounter in corporate recruitment? (In order to output more content that can effectively solve everyone's problems in the future, you are welcome to actively participate in the questionnaire and fill in the pictures)

Corporate recruitment problems
So, how can we recruit highly adaptable foreign trade talents?

2. Selection and reservation of foreign trade talents
As we all know, Manmanlai is a company that focuses on serving Chinese foreign trade companies going overseas. Tommy himself has also invested in several foreign trade companies. With such a huge demand for foreign trade talents, how does our HR recruit so many highly suitable talents?

To this end, Xiaoman specifically consulted our HR lady Tracy and learned in detail about the talent recruitment process and some details that will be paid attention to in recruitment. (Attention~Internal experience is disclosed)

a (Business Manager) raises a demand
Taking the recruitment of foreign trade business personnel by a slovakia b2b leads foreign trade company as an example, when the business manager puts forward a recruitment demand, HR will first communicate with the business manager to understand the reason for the demand, whether it is due to an increase in business volume or staff resignation.

b. Analyze requirements
After the demand is determined, one more step needs to be taken, which is to analyze the workload and work value of the required position (what is the work content of this required position? What value can it bring to the company?). This is to further determine whether this required position really needs to be recruited or (on the original basis) recruit another person. (This also takes into account the company's recruitment costs.)

After confirming that recruitment is really needed, the determination of talent profiles should be implemented immediately. Taking the recruitment of foreign trade salesmen as an example, it can be simply divided into two major points:

1) Hard standards : such as age, academic qualifications (degree certificates, skill certificates, etc. If academic qualifications are not an advantage, but work experience is a highlight, it will also be considered), language, past work experience (for example, when recruiting foreign trade salesmen, at least half a year of work experience and experience in independent customer development will be required), industry-specific requirements (for example, when recruiting salesmen for a hardware foreign trade company, the business manager will consider whether the job seeker needs to have experience in the hardware industry).