在人员招募和筛选环节，首先要在组织内部进行包含情绪劳动内容的详尽的工作

In the personnel recruitment and screening process, a detailed job description containing emotional labor content must be firstly carried out within the organization, and the degree of requirements for emotional labor of window workers in each job position should be clarified, so as to be used as a reference for personnel recruitment and selection. Secondly, appropriate "thresholds" should be set to select employees who meet the requirements of the window's work mood and labor. These "thresholds" should include not only hard conditions such as age, gender, education, and working years, but also soft indicators such as emotional intelligence and emotional labor willingness.

In the recruitment and screening process, the first step is to carry out a detailed job description containing emotional labor content within the organization, to clarify the level of requirements of each job for the emotional labor of window workers, so as to serve as a reference for recruitment and screening. Second, set the appropriate "threshold" to select employees who meet the emotional labor requirements of window work. These "thresholds" should include both hard conditions such as age, gender, education and years of service, as well as soft indicators such as emotional intelligence and emotional willingness to work.

First of all, it is necessary to define the labor emotion and job requirements in the recruitment process. Secondly, it is necessary to set an appropriate "threshold" to select the employees who meet the emotional labor requirements of window work. These "thresholds" should not only include age, gender, educational background, working years and other hard conditions, but also include emotional intelligence, emotional labor willingness and other soft indicators.<br>