Two days ago, a friend of mine shared a recruitment story. A newspaper company was recruiting a journalist interviewer. When the security guard refused to let him in at the door, he called and asked what he should do if the security guard refused to let him in. The editor-in-chief said that people who cannot come in by themselves cannot be reporters. Later, most of the members who were interviewed came in. The editor-in-chief divided them into positions based on their characteristics when they came in. Some came in as commentators, others climbed over the wall as paparazzi, some came in as official reporters, and some came in all the way. Finally lost the security guard.
I worked as a headhunter directly after graduating from college. I majored in economic law and wanted to be a lawyer and have a good position, but that year they had a vacation and headhunting people who worked in the service industry did not have a vacation. I was very curious when I saw a recruitment advertisement from a headhunting company and fell in love with the job.
I helped my boss achieve more than 10,000 yuan in sales within a few months, so I started my own business
and became a headhunting company. I love this industry very much and the business owners and partners around me can’t live without us. They are confused about where to find people, how to attract people, how to screen people, etc.
Usually the applicant has already stated the hardware qualifications such as experience and skills on the resume, which is a concrete thing. As Internet entrepreneurs, have you ever considered checking the hidden qualities of job seekers in the past recruitment process? If your answer is no or you think this is just a question that recruiters should think about, then the recruitment is almost certain. It has become a problem in the company you founded.
The thing under the water is personality and values. Whether his values can reach a consensus with the team is crucial. Various recruitment practices that do not take into account the personality and values of job applicants will have the same consequences, which is spending a lot of time, money, manpower and material resources to recruit an employee who is ultimately unsuitable. This unsuitability often emerges gradually in a process, and when the management finally finds that the employee is not suitable, it is usually difficult to explain with a clear reason, so it is naturally attributed to the lack of sufficient supply of qualified talents in the talent market, that is, the industry A common complaint is that recruiting is difficult.
The following are the questions we need to consider before recruiting. Who is he? Where does he come from? Where is he going?
Although the headhunting industry looks high-end, it is actually very backward. In fact, our recruitment platform was originally targeted at large companies such as Alibaba, Tencent, Qunar, Wanda, Vanke, etc. They need us because we can bring together headhunters from all industries across the country on the platform to operate and classify to help them provide recruitment management services.
Capital also saw the value of our business model and invested in us. Later, all the companies they had invested in came to us for help. I asked one of the founders, "You have all received capital, but are you still worried about finding talents?" He said, as a headhunter, you can recruit whoever you want. Although we have obtained capital, We don’t know how to find the right people, and we don’t know who can help us dig.
Sometimes even if someone recommends talents to you, how should you identify and screen them? I will encounter similar problems in the process of starting a business. For example, when I am working on an Internet recruitment platform, many people from big companies will join us. Team but not necessarily implemented. After he came in, he told me how they originally did Sina, but maybe what he said did not apply to this stage of the company. These are all problems we will encounter.
When our brand influence is large enough, many outstanding talents may come here. But what about our newly grown startups? There is no perfect individual, only a perfect team, but team integration requires a process.
The first is the Military Commission and the Political Commissar. In fact, painful things happened when I first started to form a team. Because many of the members are boys, I am relatively strong. Our sales director is a person with strong operational capabilities. He once talked to me and asked me if I could be gentler and gentler in the future even if I don’t do something right or fail to achieve a certain goal? I can listen to it. I can't stand you being so direct.
I feel a lot gentler now because someone is my political commissar. So you can't play a one-man show. Authority is not expressed through stimulating words, but is proven by tactical and strategic decisions time and time again. Then there must be someone to cooperate. In fact, the role of political commissar does not necessarily apply to anyone with any function. The most important thing is that this person is good at communication
He has empathy and is willing to create a positive company culture for this team.
The second is to fight alone and strategize. There is a person in our team who is very dedicated and good at interpersonal communication. The boss of Wanda and Vanke trusts him after all the communication. But there were problems when he led people. Whenever there were more than three members of his team, someone would leave. Our little friend was horrified and wondered why the company could never retain people. In fact, this problem does not occur in other departments. Later, I talked to him and said that you are still more suitable to fight alone. Fighting alone does not mean that your level will decline. There is no need to lead a group of people when making strategic decisions. In other words, some people are good at fighting alone, while others are good at strategizing.
The third wise multi-star and executor. This is what one of my training teachers told me. They were conducting tests for a large Internet company. Half of the early people were brainstorming but no one was convinced. Later, they tested the characteristics of these people. Some people were more creative and some people didn't have many ideas, but once they figured it out, they could help implement them.
Some large companies need to gather good ideas and creativity in the early stage of projects. At this time, multi-star intelligence is crucial. Once the idea is clear, it needs to be executed. Each person's execution weight label is different. You can conduct a test to retain those with strong execution ability at the implementation stage. So you have to constantly understand what stage the company is currently at and what kind of people the project needs. Who is the team member who is good at thinking and who is good at doing it? I feel like I can’t do it without anyone.
The fourth spurr and gatherer. for example. During the meeting, someone asked when this project would be launched, and someone said it would definitely be launched by the end of the month. At this time, the whipper appeared. Please set a date for me. Is it a month, a day, or a day? This way, the participants will not be confused. Sometimes the executors will feel that I have focused on the launch at the end of the month anyway, but we say that details determine success or failure. If it is not clear that the team does not have this awareness and this atmosphere, the number of online users will be much different in three days, day by day, or day by day. So companies need promoters. To spur someone else to feel uncomfortable is when you need a gatherer. Many times you cannot turn the conflict between you and a certain founder of your team into a war between the two of you and ask the team to transform him.
Finally, there are diplomats and professionals. You should be an excellent diplomat and find many people to help you get it done. How to bring the team's results to the market is very important.
Finally, let me share with you how to find someone.
The first thing I tell you is to build your own network of contacts and attend more gatherings. Maybe there are people in the party who you don't know directly. Maybe you don't know Ali directly in the party, so you need to let him bring in his connections.
The second launch is internal recommendation. Since he's the guy you want, his previous team should have the guy you want. If our friends recommend people around us, we will give them a small gift and a small note to thank them. In addition, when the company reaches the mid-term stage of development, you can consider giving bonuses of one thousand, two thousand or ten thousand when internal colleagues recommend new people to join the company. You can decide it yourself. There are many references in the market.
The third is traditional recruitment websites. Recruitment channels also need to be classified. If you feel that I am not in a hurry to recruit people for this position, you can ask colleagues for recommendations. If you are a little urgent but it seems that the market is still relatively mainstream, traditional recruitment can give you a try. If you are in a hurry but are not at the executive level, maybe you can You can pay less. If the position is important and you are in a hurry to recruit people, you need headhunters to fully serve you and keep it confidential. Only a few headhunters can focus on searching for you, and you will eventually be charged based on the results.
There is no perfect individual but you can build a perfect team. The team should be like a sponge that absorbs and tolerates each other.
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