Choose the right one

This article was first published in the official account of WeChat, Derui Human Effect Consulting.

In "Incorrect Recruitment, Six Times of Wage Waste", I took you to calculate a loss account of recruiting the wrong person. The most troublesome thing is that even if you know that the loss is so shocking, it often seems to be helpless.

Of course, strategic "attention" is not enough. We must really "despise" the enemy tactically.

The first move? Active attack

Nowadays, the business environment is like a battlefield, and the era of "pigs can fly in the air" has passed. The key for enterprises to cope with uncertainty is to find the right person, who can become a "wind maker".

And the right person will come to you? The answer is no, our first move is to change passive action into active attack, hit the snake seven inches, and we hit the target at once!

1, entrepreneurs look for hunters through their own contacts.

2. Acquaintance recommendation is the most effective way to search for talents.

3, full recruitment-everyone is a hunter.

4. Campus recruitment activates tissue hematopoietic function.

5. List search is the most active talent search method.

Second move? Know yourself and yourself.

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If you are passive, the "right person" will definitely not come. If you take the initiative, will you be the "right person"?

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I really like a sentence by Xu Haofeng, the screenwriter of "A Generation of Masters": There will always be two kinds of people in this world. One is yellow fire, which stays in the barren land, corrupts itself and destroys itself. One is like a beast, where the water is full of soil and fertilizer, birds and flowers are fragrant.

When we are looking for someone, we always try to find the latter. But how to judge?

Especially since most of your candidates are strangers, you should judge whether they can be your subordinates. I think you must build a portrait of him first.

We always remind ourselves repeatedly not to judge a person by first impressions, but it seems a bit difficult to do this. When we were very young, the way to judge a person was simple. He likes purple as much as I do or he is my deskmate, so these people are my friends. But as we grow up, as adults, we are still easy to fall into the trap of simple judgment.

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Only when you graduate from a prestigious school can you be more capable?

Some jobs are not suitable for women?

You have to do something you are good at?

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But this is not the case. Education background, gender and work experience ... can't really tell whether a person is good enough or bad enough. What you are looking for is the characteristics hidden under the iceberg, which can stimulate a person's endless possibilities.

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Since the quality under the iceberg is more worth looking for, can we completely give up the ability on the iceberg?

Of course not. Relaxing on an iceberg does not mean giving up the iceberg. We should follow the principle of "Four Persistences":

As the first criterion of "the right person", how to tap the potential? Here is an easy-to-use method, * * * creating * * eight-step imaging method:

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The third move? Learn from each other.

After winning the first two moves, we can really learn from them on the battlefield. Level by level, level by level.

As we all know, the battlefield of "interview" is filled with smoke, so it is difficult to distinguish candidates who wear camouflage clothes. "Tactical perfection" is hard to break? "fully prepared" to cross the sea?

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Good soldiers don't fight unprepared battles. After all, most people don't have a genius-like epiphany, so they should constantly polish their tactics. Here is a useful battlefield weapon-accurate selection of six levels.

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The first level: ask questions accurately

OBER rule

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Give you a few examples to feel:

Please tell me a real example of yourself. You set yourself a goal and achieved it through hard work.

Please give an example to show that you made an in-depth analysis of a problem, reached a correct conclusion and took effective actions.

In your past experience, please introduce an example where you faced specific difficulties and challenges and worked hard to solve them?

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From these examples, you can probably see some rules. The formula of accurate questioning is = "you"+most needed scene+expected result+example.

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People will take it for granted that the candidate must know that he is being asked, but if we ask the wrong "you/your company" instead of the overall "you", then his answer is likely to be more biased towards the consistent practice of most people or an ideal in his mind.

Therefore, we should use the "you" questioning method to separate the applicant's ability and success from the achievements of the enterprise (project) or team, otherwise, the information we get will only be a "halo" hanging over the applicant's head and belonging to the enterprise.

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During the interview, the interviewer often asks some general questions, such as "Please share your past success". Everyone has a different understanding of success, and there have been many successful cases in the past, so it is often difficult to bring candidates into real scenes. When they pick up an example that they think is quite successful, it is often difficult to judge the quality project to be investigated, and the quality is generally easy to show in the most needed scene.

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The purpose of investigating the quality under the iceberg is to judge the future behavior of candidates in the same situation and the results that will be produced. Generally speaking, we expect this result to be satisfactory, such as completing the task well, achieving challenging goals, and completing seemingly impossible tasks. Therefore, the questions when asking questions can directly express the expected results, which can be more accurate and effective.

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A person's past successful behavior is the best basis for predicting his future success.

Let the examinee use examples to answer questions, let him jump out of his own cognition, perfect plan, firm determination and subjective judgment. What we want to examine is whether he really did it, whether it is reflected in his behavior, not his romantic vision.

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The second level: in-depth questioning

"Star" structured questioning technology

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Question Skill 1: Pay attention to behavior and ask "A" more about his will, determination and plan.

Questioning Skill 2: Look at yourself and ask "you" more than his team and company.

Question tip 3: Tell me what I need, and be diligent in mastering the field, not what the candidate wants to say.

Questioning Skill 4: Choose excellent, and choose experienced people instead of experienced people.

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The third level: personality assessment

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Personality assessment is generally used as an auxiliary tool to effectively balance various subjective deviations in the recruitment process and help interviewers make more objective and comprehensive judgments. After years of using the evaluation tools, Derry found that the evaluation based on the Big Five personality theory, supplemented by the unique report interpretation technology, can further ensure the accuracy of the judgment of candidates' personality characteristics.

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The fourth level: visual verification

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"The right person" is the right person, not necessarily a person with strong ability. In other words, we are looking for talents who are consistent with the three views of the enterprise.

In the recruitment process, Alibaba has set up a special role "Smell Officer", usually held by the old Ali, like a highly qualified employee or partner. They don't talk about majors, let alone values, but just chat. The only criterion is whether they speak or not. Does it taste the same? If the taste is wrong, the words are not speculative, and naturally you can't pass; If you can speak, taste is "tonality" and can be considered as a formal interview.

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Therefore, in the long road of enterprise development, the ability can be cultivated and the path can be adjusted, but the team must be kindred spirits and can fight back to back and face to face. The thinking of "sniffing" may not help us choose the right person, but we can certainly refuse the wrong person.

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Besides, if a person is reliable, his intuition is probably not much worse, and we can also test the candidates in turn.

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The fifth level: background investigation.

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Research shows that people instinctively think they are better than they are in reality. In the interview, candidates will more or less whitewash themselves. In order to minimize the negative influence of candidates whitewashing themselves, background checks can build the last firewall before joining the job, which will greatly reduce the risk of selecting candidates.

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Eight core issues of background investigation

The sixth level: trial inspection

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Candidates come to the company after going through five customs and cutting six generals, but this is not a sign to measure the success of talent recruitment Being able to pass the probation period and integrate into the enterprise to create value is the end point of the recruitment process. For employees on probation, we should always give them a high degree of care and meticulous training, and at the same time, we should carry out strict and meticulous inspection and inspection during training and inspection.

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summary

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The best time to plant a tree is ten years ago, followed by now. In fact, many times the fate of life is not determined by the environment, but by a moment's thinking.

Therefore, in this era full of development uncertainty, it seems that everything is built on quicksand, and what we can do is to replace it with "disorder of subject action" and "complexity of social relations".

I hope all entrepreneurs will take action from now on, find the "right person" and create brand-new value together!

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