How to find high-potential talents in recruitment?

The optimization of talent structure and the construction of talent echelon are also taken into account. Some enterprises are busy with business and solving problems every day. For understaffed units, it is more important to find talents! Distinguish between sound and exultation: people with strong adaptability and immediate results will get more room to play! But to prevent radical thoughts, some immature practices should be promoted as magic weapons! How to examine people's ability from external performance? As far as service marketing is concerned, I find that marketing guru is a person (or one of them) with strong ability and willingness to listen and share. They know that listening and sharing are good for people and themselves, and they are the characteristics of success! Let employees get motivated, and finally get the work results under the attention of managers, and constantly improve in their work, and get a sense of accomplishment in the improved results bit by bit.

Many positions in Toyota are professionals, who have contributed wisdom in automation and made great contributions to the final cost of Toyota. These people may be ordinary people in other places, but under the Toyota management system, they are all talents, not working tools and people who operate machines. Enterprises should create a small environment for the growth of talents, and organically combine it with the social environment, so that people are full of expectations for their work, not only to see attention, but also to see the prospects of enterprises. For example, the success of enterprise transformation is not only to cultivate talents, but also to test people's hearts. Those who can stay are all available talents. In the case of less pressure to survive, they can boost their morale and improve themselves to adapt to the competition!

According to the normal logic, if a manager wants to have talents, he must cultivate and promote his own employees, because he has no leisure to choose talents outside the unit and can't understand them. On the other hand, some senior managers have no leisure to train employees from the bottom of the unit, and generally adopt special means to introduce talents from outside. An employee's ability is no matter how good. He can stay in the unit, which proves that he can finish part of the work. Although he can't be an all-round talent in the manager's mind, he is also an indispensable part of the team and should not be treated differently, because there is still a saying in this world that he can be a leader in his profession.