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奥运期间人才需求能量的积压，加之“金九银十”招聘高峰的推波助澜，注定在“后奥运时代”将迎来一轮人才大流动。
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中华英才网总裁张建国，英才网联总裁陶惠琼，以及中国人才热线总经理黄路真，探讨网络招聘业差异化竞争之道。
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或复制现有人才，或淘汰现有人才，或瞄准行业级、世界级人才。
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或复制现有人才，或淘汰现有人才，或瞄准行业级、世界级人才。
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若要吸引人才，就要满足他们特定的需求，打动他们的心。
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有竞争意识的企业会通过十四种途径，寻找九类可纳入人才库的外部人才。
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优秀人才有四个特征，招聘经理可以针对这四个特征向应聘者发问。
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刚刚步入职场的年轻员工，如何快速融入工作中，发挥与生俱来的活力和创造力，是一个企业和员工自身都有责任改进的问题。
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新聘用的人员在实际工作中和面试时的表现判若两人，不能满足工作的需要。原因何在？如何解决？
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中国的俗话说：好马不吃回头草。但是精明的经理人，应该主动邀请好马回头。
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以人力资源总监岗位为例，展现面试试题及评分标准的设计方法。
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The first 90 to 100 days of an employee's tenure can be the difference between an employee who stays for a decade and one who's gone before the year is out. Here's what you can do to ensure a new employee's smooth - and productive - first three months.
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If you believe that people are your company's best asset, then your biggest battle is getting the right people into your company. Here are techniques used by leading companies to win the war for talent.
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快速成长、急需人才的企业如何应对招聘中的各式难题？负责招聘的人力资源经理及人力资源顾问各出良策。
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去正确的地方，用正确的方法，找到正确的人
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商战要成功，先赢人才战。人才要成功，先过招聘关。
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It’s absolutely essential to screen for honesty and integrity to ensure you hire people, for positions at all organizational levels, who are trustworthy and share the company‘s ethical values. Here are 11 questions and how to ask them.
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浮华照人欲乱眼，巧妙设问识品行。
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铁打的理念，流水的人才，企业发展不靠短期井喷；持续的专注，一致的行为，百年老店依赖择善固执。
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错误雇用是人才流失的真正原因，工作预演大大降低人才流失率。
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