Driven by the process of globalization, China’s economy and China’s total wealth have achieved remarkable growth. China has become the world’s second largest economy. Economic development has further promoted the growth of per capita income and wealth of residents. These growing wealth are bound to It has given rise to residents' demand for investment and financial management, which in turn has led to the rapid development of the wealth management industry. Wealth management companies are generally marketing-oriented companies. Only by expanding the number of customers and expanding the amount of customer assets managed can they bring more profits to the company. Therefore, marketing personnel are often the core personnel of wealth management companies, and the recruitment effect of marketing personnel directly affects the overall development of the company. As the leading enterprise of wealth management company, Y company has important reference significance for other companies in the same industry while conducting research on Y company.

After reading related literature, the author first defines and elaborates related concepts and theories, combs and summarizes related research literature on the recruitment of marketers in the wealth management industry at home and abroad, and introduces the research content of the article and the specific methods applied in the research process . Next, introduce the company's background, personnel situation and recruitment status. Using existing recruitment data and using Gilbert's behavioral engineering model as a cause analysis tool to analyze the recruitment standards, recruitment planning, recruitment process, and recruitment channels related to the recruitment of company Y's marketing staff. , Marketing staff performance incentives and recruiters are analyzed one by one in six aspects. Through the analysis, it is found that the most important problem of Y Wealth Management Company that affects the recruitment effect of marketers is the recruitment standard problem, and the reasons for this problem are analyzed.

Based on the above analysis, this article finally focuses on solving the problem of company Y's marketing staff recruitment standards. Aiming at the problem of recruitment standards, this article proposes to solve it by constructing a competency model.Specifically, the competency influence indicators are extracted through literature analysis, interviews, questionnaire surveys and other methods, and the reliability, validity test and difference analysis are performed through statistical analysis software tools to determine the Y company's marketing staff competency model. Finally, the model is applied to the specific recruitment process, and the evaluation standards and evaluation tools are formed according to the competency model of the marketers. At the same time, in the guarantee measures section, measures such as strategic guarantee, system guarantee, personnel guarantee, and cultural guarantee are proposed to ensure that the above schemes can be guaranteed. Effective landing. At the end of this article, summarizes the full text and looks forward to the future.