Although the building construction business to attract more talent in trouble, but some companies can not be avoided, but compared with other industries and enterprises: construction companies have market-wide, responsive to the environment, development potential, etc.; talent in the enterprise development opportunities are more likely to develop their individual strengths and realize their capabilities. That is also in attracting talent building has its own advantages. Therefore, the construction enterprises should avoid weaknesses, establish an effective mechanism to attract talent, specifically from the following aspects: 
 (A) create conditions to attract a variety of architectural talent 
 Construction companies to be good play to their strengths, to seize the opportunity to a new round of enterprise reform, effective use of limited resources companies, in various ways to create conditions to attract talent. 
 1 use of job 
 People have a variety of needs; according to Maslow's hierarchy of needs, people need not only material but also spiritual needs. Therefore, the creation of appropriate conditions for non-material, but also to attract talent as an important tool. Leaving people met at work is an effective way. According to the quality of their talent and experience, combined with the actual situation within the enterprise, in accordance with strategic business goals, to set challenging personnel job or position, it can be developed in the work space, not only to meet the talent of self-satisfied, self- the need to achieve, but also makes people in work has been tempered, in turn, is conducive to the development of enterprises. To solve this problem, the key is to develop a good in-house talent competition, can be based on "those who can afford, the commonplace," the principle of open competition practices; 
 (2) use of Equity 
 Construction companies in attracting talent can also adapt to the trend of enterprise reform to establish modern enterprise system as an opportunity, in the "property rights" on efforts to develop diverse, attractive equity policy. By individual interests and business interests united way, resulting in the company to build "community of interests" to enhance people's sense of responsibility, motivation and creativity. 
 (1) equity positions: that is, a job only with the corresponding shares. The usual practice is to establish the ESOP Association, but here, as a condition to attract talent, appeal and pay more attention to their driving forces. 
 (2) contribution to the shares: the contribution of the enterprise according to employees of a given stock. Reform of property rights for the enterprise. 
 (3) equity: that companies provide to people within a certain period of time to obtain a certain number of shares at the right. The implementation of the point is the evaluation of job performance and job performance corresponds with the size of the equity. To ensure its attractive, while business interests must be protected. 
 (4) dry stock: the company gave a special talent building equity, you can enjoy the dividends but does not own property. It is actually a use of equity funds, technology, management, operation mechanism of organic combination. 
 3. The use of salary, benefits 
 Taking into account the actual conditions of their own strength and construction companies have their own characteristics, should develop a flexible pay system, generally adopt a "basic salary + bonus" model: "salary" can be used with existing enterprise unified pay system, basically not differ much, and "bonus" based on the nature of work and construction professionals to take different levels of different measurement standards and evaluation methods. Take this model to consider the following two aspects: 
 First, determine the characteristics of construction enterprises within the enterprise close cooperation between people of the enterprise's survival and development. Such enterprises in the introduction of new talent within the organization will not lead to instability and even lead to the loss of original talent. The different nature of work and organization at different levels and positions of people, enterprises should take a different evaluation criteria and methods to evaluate performance and identify talent, "bonus" amount to ensure that the principles of equity and efficiency. So to attract talent, companies should also focus on coordinating the relationship between old and new employees. And thanks to this model and consistent with existing wage system of "basic salary", you can protect the existing staff in their work, but also because the system and the concept of change, most people can accept the "construction personnel for enterprises to make outstanding contributions to the remuneration should be high "point of view. 
 (1) engaged in market work for the construction personnel, can be taken to determine performance-based remuneration, and can be complemented by "management by objectives" approach to encourage people to open up the market and create awareness of the potential market and the promotion of business and can not be measured directly work. 
 (2) For personnel engaged in technical work: a project based on his participation in the benefits for the enterprise, given the way the project award commission; 
 (3) For personnel engaged in management: You can take "management by objectives" approach. The development of certain management goals and objectives based on the degree of completion and the results to determine the bonus amount. For the formulation of objectives and assessment criteria can be formulated by the enterprises, can also be negotiated by the business and personnel development. 
 Second, this model can meet the people building the basic needs of daily life, so that they can safely focus on their jobs, also provides a fully mobilize the enthusiasm of the necessary human material incentives. This helps to increase the attraction of talent construction enterprises, construction enterprises in line with the capacity and conditions. 
 In addition, enterprises should actively participate in the social welfare system reform and construction, in accordance with the law, according to its own conditions and strive to establish a more comprehensive social security system. And as much as possible for people to worry about lifting, such as helping to solve the employment of spouses, transfers, children's education and other issues, to enhance people's sense of belonging to the enterprise. 
 (B) the establishment of a correct concept 
 1 change-sided, "the demand" concept, from the people "need cause" to the people "to the cause, but also life." 
 In this case, "to the cause, but also of life" has become the universal human need. Since the concept of prejudice and social enterprises with limited financial resources, building human resources in the construction business to attract the already very difficult circumstances, how companies use effective ways to attract suitable talent has special significance. Correct understanding of human needs, to help construction companies to introduce people to develop the right strategies and policies. 
 Many construction companies that talent to pursue a successful career, they do not care about material needs. In the planned economy system, this may be true: since all arrangements are in the plan, the pursuit is useless. However, the market economy system, personal values, and social value judgments of individuals have undergone tremendous changes, the level of each individual's quality of life measure has become an important aspect of their personal values. 
 (2) establishment of a comprehensive talent is building the basic premise of business to attract talent, major construction companies should establish the following talent: 
 Talent is the multilevel nature of: business, all kinds of people living in different levels of organization. They can be high-level managers, it can be the first line of production and management staff; can be advanced technology development experts, it can be skilled workers. 
 Talent is the diversity: in all aspects of business require different kinds of talent. In addition to technical personnel, there are management personnel, public relations personnel, and so on. It should be said, for all corporate development with special skills or talents with people who are building enterprise talent. 
 This article is reproduced architectural talent http://www.ceoofficer.com