Working principles 7 and 8: Find the right person and use the right person.

At that time, Wanli sought to seal Hou. Pima guards Liangzhou. Where is the dream of closing the river, the dust darkens the old mink and fur.

Before the beard dies, the sideburns fall first. Tears flow empty. Who could have predicted in this life that the original intention was to leave the enemy in Tianshan Mountain, but now he is destined to die of old age in Cangzhou!

Lu You's "Confession, Be Wan Li for a while"?

There are only two things in the secular world, one is people, the other is things, and the rest is people. Usually, our ordinary class thinks about things, while the top class thinks more about people. On the other hand, high-level people look at people and things are accessories. From the input of power to the output of results, it is a high-level perspective to pay attention to the human power behind things. This perspective makes it easier for us to understand some phenomena that we cannot understand.

The following principles have a sharp view on how to choose talents (not people). As cold as a machine, with operational skills. Look carefully.

Among them, the most important responsible person is the person who is responsible for setting goals, planning results and organizing implementation at the highest level. For example, this is the helmsman, some are the deciders of the route you choose during our driving, and the rest are the drivers who follow the navigation. In order to choose the most important person in charge, you have to take extremely high risks, just because opportunities and time cannot be repeated.

Who benefits, who is responsible. Please remember that this benefit is not simply understood as reward, but more benefit maximization from the value level. It can also be said that it is a person who has accelerated his own evolution. Remember evolution.

The result of the matter itself is not determined by something, but by the people behind it. Paying attention to people's power is more powerful than paying attention to things themselves.

Use the right person, because the price of improper use of people is very high, so high that many meanings in life flow together. ?

Qiaoshui wants to find a generous person who has a high pursuit of justice. Most importantly, they are not willful and have no self-knowledge.

? (HR colleagues, are they all so considerate? )

Having said that, the difficulty lies between design and suitability, and how to be suitable: the standard that everyone agrees with. Don't set up posts for people, find jobs for people. The process of harmony is actually to set up posts for people. )

? ? A consider what values, abilities and skills you are looking for (in this order).

? ● Values are the invisible lamp that drives struggle and judgment.

? Ability is the way of thinking and behavior, and it is the output after thinking.

? ● Skills are tools that can be learned.

Values and abilities will not change in a short time, especially in values. But skills are learned in a limited time. When choosing people who are ready for long-term contacts, values are the most important, abilities are the second, and skills are the last consideration.

? ? At Qiaoshui, the main common values we uphold are: engaging in meaningful work, developing meaningful interpersonal communication, being extremely realistic and transparent, being willing to explore harsh reality with an open mind (including facing up to our own shortcomings), having a sense of ownership, daring to pursue Excellence, and being willing to do difficult but beneficial things. Therefore, we are looking for talents who really want to have everything.

? B. Recruit talents with systematic thinking and scientific methods.

? ? We should ensure that every step of the above process is more systematic and purposeful.

C. note: people should match their responsibilities.

? ? Remember that your goal is to put the right person in the right place. First of all, we should understand the responsibilities and qualities of the post, and then judge whether someone is suitable.

? D. look for excellent people, not "this kind of thing."

? ? When reviewing any candidate's resume, you must find out whether they stand out in some ways. The most obvious evidence is that you are doing well among a group of excellent people.

E. don't use your influence to help others find jobs.

? ? This is not good for job seekers, because it shows that they have not worked hard for this job; This is not good for recruiters, because it damages their authority; This is not good for you either, because it will show that you will sacrifice your employment standards for your friends. This is a kind of hidden corruption, which can never be tolerated.

? ? It is best to find out the way of thinking of yourself and others and its best application.

If you are not good at some thinking, it doesn't mean that you are excluded from some jobs. However, those jobs do require you to either work with people who are good at this kind of thinking (at best) or learn to change your thinking (which is difficult or even impossible).

A. Understand how to conduct personality assessment and understand the significance of the results.

Personality assessment is a useful tool to quickly understand people's ability, performance and behavior style. They are usually more objective and reliable than interviews.

People tend to choose people who are similar to themselves, so arrange an interviewer to ensure that he can find the person you want to recruit.

C. choose people who can know themselves objectively. The key to success is to understand a person's shortcomings and correct them successfully. People without this ability will continue to fail.

D remember, people usually don't change much as they get older.

Do they have a good resume in the field where you want to hire them? Have they done what you want them to do at least three times?

A. verification.

Don't just listen to the resume information provided by the candidates, get a clear and objective picture as much as possible, and understand the road they have chosen for themselves and how they have developed on this road.

B. academic performance does not completely prove whether this person has the values and abilities you want.

When evaluating a candidate's common sense, vision, creativity or decision-making ability, the value of academic performance is very limited.

C. Strong conceptual thinking ability is the best, but it is also important to have rich experience and outstanding performance.

Sometimes, a craftsman who has been studying in a certain field for decades can be completely trusted.

D. be wary of unrealistic idealists. An idealist who only teaches people how to be a man and doesn't understand people's actual behavior is harmful and useless.

To be pragmatic, we must first be a realist-understand what people's interests are, how to design high-output machines, and analyze costs and benefits with indicators.

E. don't assume that people who succeed in other places are equally qualified for the job you ask.

F. make sure that the person you choose has good character and strong ability. Good character and strong ability. That's why it's hard to find excellent people.

The people you work with and the company itself will develop in unexpected directions, so it is inevitable to recruit people who you want to work with for a long time, that is, trustworthy friends, but people who trust each other and have long-term business contacts can become so-called kindred spirits.

A. choose those who ask a lot of good questions.

A good question can predict future success better than a good answer.

B. let job seekers know the dark side of this job.

Including the hardest part. In this way, test their willingness to endure real challenges.

C collaborators must be like-minded people, but they must also be friends.

You need someone who can share your tastes and styles. You must be able to argue and challenge each other.

I hope they can win wealth through hard work and creative work.

A. Pay per person, not per job.

Never pay only by title.

B. Pay should at least be roughly linked to the results of performance appraisal.

Linking performance evaluation with salary will help you understand your contract with employees, provide good feedback and continuously influence their behavior.

C. the salary is higher than the general level.

? We will get something more special than money, including mutual care, respect and responsibility.

Think more about how to make the cake bigger than how to cut it to get the biggest piece.

Some people value generosity, others value money. You want to be surrounded by the first kind of people and always be good to them.

? Remember that the only purpose of money is to get what you want, so think about what you value and put it above money. Good relationship, value geometry? Precious interpersonal communication, no amount of money can match.

A. Be generous to others and be generous to others. Form a high-quality relationship

? ? You should encourage people to be outspoken. It is also important to ensure that their personal development is smooth.

Today's Rianka has proved that sentence: life is like a play, and play is like life. Part of its function is to learn from the principles of life, which is the result of natural evolution and may be more flexible or compulsive. In short, it is the result now. However, by the same token, people will evolve, so everyone will change and improve their acting skills. You can be who you want to be, as long as you are not bound by your own excuses.

Take my own recent situation for example. Due to the organizational adjustment of the unit, the original director, that is, a leader I admire very much, has been harmonized, and several of our new colleagues he deployed are also being harmonized soon.

One voice is: As cannon fodder, we are victims of this natural game rule.

But my understanding is a little different. As Rianka said, our appearance is the result of our own choice, and our role is defined and played by ourselves. There is no direct causal relationship with any other factors. In addition, from the perspective of finding the right person and using the right person mentioned in this section, I still believe and firmly believe that the old leader is the right person, but the pattern is different and the use is not good. The implication is that I choose harmony (what is the difference between being harmonious and active harmony) rather than choosing a lower-level role-playing. Although I am about to face many unknown challenges, this is my role.

As the principle says, the importance of values comes first. Role-playing is also a transformation from low level to high level according to natural processes and values.