人力资源综合服务外包

1 Headhunting & Recruiting

人力资源综合服务外包

为了帮助企业创造价值、节省成本,我们的服务延伸到人力资源管理与外包层面,如人才招聘、入职培训与发展、员工管理、绩效评估、薪资福利、补偿与社保管理等。此外,我们建立了覆盖全国的专业的劳动法律师服务平台,以应对可能发生的各种用人风险。

  • 人事行政外包:盈科外服通过多年的人事管理外包服务摸索,为企业提供员工人员招聘、入职管理、薪酬福利、员工保险、劳动关系处理等一系列外包服务,旨在提高企业的人事管理效率及降低人事管理成本。为企业的生产经营活动提供人事行政管理支持。
  • 人才派遣:盈科外服通过招聘和储备不同行业和专业的人员,派遣到各雇主企业任职,亦接受企业雇主的要求,将其原有职工的劳动关系转移到盈科外服公司,根据企业的需要,提供日常人事行政托管服务。
  • 项目外包:招募专业人员,成立专项项目外包服务小组,对项目进行承包。如商超的兼职任务、企业市场调查、会务组织等项目的外包,为企业完成周期性任务指标的外包服务。
  • The labor market in China is complex and it is increasingly difficult to recruit quality staff. Yingke Vensco, through its Chinese experience and professional network, is the ideal partner in your recruitment efforts.

    With our Headhunting service we will find the profiles that best match your needs.

    It is divided into three phases:

    1. Preliminary Phase

    First of all, the job and its functions have to be clearly defined, but also the ideal candidate requirement (Age, skill, education, experience, etc …). The employer must then determine how to recruit and prepare the future hiring.

    1. Research Phase

    Our company has among its employees a Human Resources Director, showing more than 17 years of experience in Headhunting. Yingke Vensco also has a database of more than 300 professionals and the best young Chinese graduates to select the best candidates.

    1. Recruiting Phase

    Following the pre-selection phase, one or more interviews with the candidates are conducted and a debriefing in order to make the last decision and choices.

    This way, you keep the final decision on the possible recruitment of your prospective employee to ensure satisfaction and optimum performance.

Job interview is the most important step in understanding the profile of a candidate. However, many headhunters do not follow the traditional but formal way of screening. In real practice, face to face still proves to be the key to the quality of a hunter.

The service is paid for by the client company or organization, not by the hired job candidate. Potential job candidates are identified, qualified and presented to the client by the executive search firm based upon fit with a written or verbal Job Specification developed in conjunction with the client. Assessing degree of potential fit of the candidate with the job specification is a key activity for the search firm, since the most common reason a search consultant is engaged by a client company is to save time and effort involved with identifying, qualifying and reviewing potential candidates for specific leadership positions.

It is common for a potential candidate to be identified by the search firm via a telephone call. Often the phone call is the result of a recommendation from someone inside the existing network of the search firm. Quality oriented search firms work hard at cultivating and continually updating their network of contacts so that when a search assignment is awarded they will be ready to start recruiting potential candidates. Another way to identify potential candidates involves search firm “research”, which is contacting targeted people in specific companies who appear to fit the job profile in some logical manner. Some of the best candidate referrals come from people who could be candidates for the job themselves but for any number of reasons are not interested at that particular time.