職位分析，就是獵頭利用各種科學(xué)的工具、渠道、方法對(duì)招聘單位（也就是“客戶”）的招聘職位設(shè)置目的、主要職責(zé)、工作內(nèi)容、權(quán)限范圍、結(jié)構(gòu)關(guān)系以及工作環(huán)境、工作條件、人才地圖、薪酬水平等進(jìn)行全面的分析、描述和記錄，從而確認(rèn)該招聘職位是否具有可操作性以及明確該職位的找人方向。下面濟(jì)南獵頭公司為您分析：

Position analysis means that headhunters use various scientific tools, channels and methods to comprehensively analyze, describe and record the purpose, main responsibilities, work content, scope of authority, structural relationship, working environment, working conditions, talent map, salary level, etc. of the recruitment position of the recruitment unit (that is, "customer"), so as to confirm whether the recruitment position is operable and clarify the direction of the position. Jinan Headhunting Company will analyze for you:

一般來(lái)說(shuō)，資深獵頭顧問(wèn)通常從以下幾個(gè)緯度進(jìn)行職位分析，具體包括：公司與行業(yè)信息分析、崗位需求與崗位分析、組織架構(gòu)分析、薪酬福利分析等，每個(gè)維度又包含不同層面的內(nèi)容。

Generally speaking, senior headhunters usually conduct job analysis from the following dimensions, including: company and industry information analysis, job demand and job analysis, organizational structure analysis, salary and welfare analysis, etc. Each dimension also contains different levels of content.

一、公司與行業(yè)信息分析

1、 Analysis of company and industry information

關(guān)于公司信息分析，主要從公司基本情況、企業(yè)文化、公司業(yè)績(jī)、發(fā)展歷程、產(chǎn)品與業(yè)務(wù)分布、商業(yè)模式與產(chǎn)業(yè)鏈、組織結(jié)構(gòu)、優(yōu)劣勢(shì)、企業(yè)文化、近期大事件等進(jìn)行分析。

The analysis of company information is mainly based on the company's basic situation, corporate culture, company performance, development history, product and business distribution, business model and industrial chain, organizational structure, advantages and disadvantages, corporate culture, recent major events, etc.

公司基本信息是我們需要去挖掘的內(nèi)容，對(duì)公司信息的了解程度決定了我們后面對(duì)職位以及候選人的把控，也是我們能夠提煉出該公司的吸引點(diǎn)，從而打動(dòng)候選人的關(guān)鍵所在。所以在對(duì)公司信息進(jìn)行了解時(shí)，一定要做到“全面。

The basic information of the company is the content that we need to focus on. The level of understanding of the company information determines our control of the position and the candidate. It is also the key that we can extract the attraction of the company and thus impress the candidate. Therefore, when understanding the company's information, we must be "comprehensive.

二、職位需求與崗位分析

2、 Position demand and position analysis

了解職位需求與崗位分析，可以在項(xiàng)目開(kāi)始前，圈定一個(gè)大概的尋訪方向，比如年齡、性別、學(xué)歷、婚育等硬性需求，可以排除一部分不合適的候選人。通常包含了以下幾個(gè)方面：招聘原因、需求原因、具備能力、教育背景、用人傾向、其他要求、尋訪渠道、職位優(yōu)劣與不同點(diǎn)、候選人的行業(yè)與公司、候選人畫(huà)像等。

To understand the job needs and job analysis, you can circle a general search direction before the project starts, such as age, gender, education, marriage and other rigid needs, and you can exclude some inappropriate candidates. It usually includes the following aspects: recruitment reason, demand reason, ability, education background, employment tendency, other requirements, search channel, position advantages and disadvantages and differences, candidate industry and company, candidate portrait, etc.

三、組織架構(gòu)分析

3、 Organizational structure analysis

了解組織架構(gòu)的目的，一方面是了解候選人未來(lái)的工作環(huán)境及預(yù)測(cè)工作過(guò)程中可能會(huì)遇到的問(wèn)題。另一方面，也是幫助企業(yè)和候選人選擇一個(gè)“合拍”的“搭檔”，減少企業(yè)的流失率，增加候選人過(guò)保的幾率。

The purpose of understanding the organizational structure is, on the one hand, to understand the candidate's future work environment and predict the problems that may be encountered in the work process. On the other hand, it is also to help enterprises and candidates choose a "partner" that is "in tune", reduce the turnover rate of enterprises, and increase the probability of candidates' over-insurance.

四、薪酬福利

4、 Compensation and welfare

這一部分很重要，不論候選人因?yàn)槭裁纯紤]轉(zhuǎn)職，薪資都是必談的問(wèn)題。需要去了解清楚企業(yè)提供的薪資范圍是什么，高能給到多少，能給出高薪資的標(biāo)準(zhǔn)是什么。同時(shí)還需要判斷這個(gè)薪資是否合理，符不符合行情，如果給的太低我會(huì)直接跟HR說(shuō)，這個(gè)薪資是招不到人的，目前這個(gè)崗位的合理年薪范圍是多少，跟HR溝通調(diào)整薪資。

This part is very important. No matter what reason the candidates consider transferring, salary is a must to be discussed. It is necessary to understand clearly what the salary range of the enterprise is, how much the enterprise can give, and what the standard of high salary can be given. At the same time, it is also necessary to judge whether the salary is reasonable and in line with the market. If the salary is too low, I will directly tell HR that the salary can not be recruited. At present, what is the reasonable annual salary range for this position, and communicate with HR to adjust the salary.

可以將薪酬福利細(xì)化為：基本年薪（多少個(gè)月）、獎(jiǎng)金、期權(quán)、補(bǔ)貼（飯貼、交通、通訊）、福利和其他（比如社保繳納情況、稅前/稅后）。

The salary and welfare can be divided into: basic annual salary (how many months), bonus, option, subsidy (meal allowance, transportation, communication), welfare and others (such as social security payment, pre-tax/post-tax).

此外獵頭在進(jìn)行職位分析時(shí)要避開(kāi)那些坑，比如對(duì)職位停留在基礎(chǔ)的信息，對(duì)客戶知之甚少導(dǎo)致方向南轅北轍。在前期準(zhǔn)備階段根據(jù)職位準(zhǔn)備相關(guān)數(shù)據(jù)，隨著職位的進(jìn)度及方向的調(diào)整不斷的補(bǔ)充數(shù)據(jù)資料。還有問(wèn)題就來(lái)我們這里http://www.qvnvn.cn咨詢了解吧！

In addition, headhunters should avoid those pitfalls when conducting job analysis, such as the basic information of the job, and the lack of knowledge of customers leads to the opposite direction. In the early preparation stage, relevant data will be prepared according to the position, and data will be supplemented continuously with the adjustment of the position progress and direction. If you have any questions, come to us http://www.qvnvn.cn Ask about it!