Donson HRVP: Let Talents Lead by Half a Step

With the development of the industry, Donson is developing rapidly. At the same time, Donson's demand for talents is increasing, and the requirements for the quality of talents are also getting higher and higher. As a leading domestic mobile marketing professional service provider established in 2004, Donson has always put the development of talents at the top of the employment concept.

Following the large-scale recruitment and training of college graduates by Donson in 2020, as the pace of business deve;oped in 2021, Donson started the first wave of spring campus recruitment this year. In a short period of 2 months, through online and offline channels, and even live broadcast, It were looking for talents needed by Donson in more than 25 colleges and universities in 8 major cities across the country.

Donson HRVP↑

Constructing a "Hematopoietic Mechanism" for Marketing Talents

Donson insisted on selecting graduates from colleges and universities, which is one of the company's very firm talent policies. The industry in which Donson is located is growing too fast, and it has generally done very little in the cultivation and precipitation of talents so that the experienced talents are particularly scarce. Especially needed talents in operation and short video creativity are increasing by more than 3 times each year. If it does't start to care about talent training today and build a talent "hematopoietic mechanism"(self-cultivated model), it will still fall into the talent dilemma that "the development of talents cannot keep up with the development of business".

Donson's "Elementary Class 2" talent program for fresh graduates was based on this consideration. With the power of the entire company, Donson has invested a lot of energy and cost, and successfully explored an effective talent training path. It only took 2 months or less to train the workplace novices into independent workers, and then it took half a year to race to identify and train the project managers. Donson regarded this as a strategic talent project of the company. It is believed that one day, Donson will be able to truly realize the self-cultivated model of talents, and will no longer be excessively dependent on the external talent market.

Liu Shuiliang, HRVP of Donson, stated: "At present, the "Elementary Class 2" has become a stable talent output platform for Donson. We will continue to do this unswervingly, so that more and more outstanding graduates will choose this industry, choose Donson, and build the "Elementary Class 2" into the "Whampoa Military Academy" in the mobile marketing industry."

From the north to the south, from giving up the postgraduate entrance examination to entering the workplace, the "Elementary Class 2" allowed everyone to quickly complete the accumulation of work knowledge and skills, and feel the strong experience replication ability of Donson. It is Donson that had brought everyone surprise and luck.

Let Talents Lead by Half a Step

Donson believes that the development of talents should be ahead of the development of the business, that is, always "let talents lead the business by half a step." It is embodied that it is necessary to take the lead in half a step in the appropriate "over-allocation" of talents. To this end, in addition to the "Elementary Class 2", Donson is developing and designing more training projects for employees, aiming to help employees "half a step ahead" in terms of ability.

In the development history of Donson for more than 17 years, the company has created many training programs for employees such as "Shaolin Learning", "Huashan Sword Learning", and "Whampoa Training Camp". In recent years, with the increase in the number of employees and the increase in the proportion of young employees, the company has paid more attention to the basic skills training of them.

At the same time, as the development of the company, more and more young backbone employees have been promoted from the front line by the company to serve as management cadres in different fields. In order to improve the company's management level and create a better management environment for employees, Donson took the management staff to "Austerely improve" the management of cadres, neither speculation nor fancy, but did the construction of basic management skills on the ground.

Donson HRVP Liu Shuiliang expressed: "Business may have a low season, but there is no low season for talent acquisition. We keep the door open and welcome talents to join us at any time; we also have no low season for talent training, and there are no restrictions on growth."

It is very touching that, just because of the extreme emphasis on talents, many employees are still fans of the Donson official account after leaving, and they leaving a message to express their gratitude and nostalgia for Donson. At the same time, Donson opens a number of windows every year to give colleagues who have resigned a chance to return to Donson.

Donson sets sail, starting from a single step

Since its establishment 17 years ago, Donson has become a leading domestic marketing SaaS and mobile marketing professional service provider by virtue of its in-depth understanding and senior experience in the Internet media and TMT industry. The achievements of Donson are inseparable from the efforts of employees, but also benefit from the continuous training of talents by Donson. Therefore, Donson pays more and more attention to building a platform that coexists and grows with talents, and an organization that can achieve mutual achievement with employees.

Donson believes that the company's unremitting efforts in talent training today will surely make future talents in the field of mobile marketing abound, allowing more and more young people to set sail in this industry and realize their dreams in Donson. Definitely, all this has just begun.