I'm HR from the company. Through this incident, does it mean that it is a good thing to recruit a Daniel whose qualifications and abilities are N times stronger than those of existing employees? First

I'm HR from the company. Through this incident, does it mean that it is a good thing to recruit a Daniel whose qualifications and abilities are N times stronger than those of existing employees? First of all, we In fact, the measure of everything is whether you do it or not.

Risk.

Cost.

Income.

One by one, if a person with a certified public accountant certificate and management experience in a large company gets a salary of more than 1w in a big city, it is relatively small, so the other party's requirements are actually not much. If he can also fulfill the requirements of this position in your company, his requirements will be more reasonable.

For enterprises, the first thing to consider is to recruit such a short-term senior talent. What are the risks? In my opinion, the risk is actually "if this person is recruited into the company for two months, can the work/project that needs to be completed in cooperation with other departments be successfully completed except the work that he can do independently?" Cattle people are generally proud of their talents and have a temper. Naturally, they need to do their own work independently, and there is no risk to the company. However, for the project that the company needs teamwork to complete, there is a risk that the ultimate goal cannot be completed due to the personality and work habits of the cattle. Therefore, in addition to measuring their professional skills, we should also measure their personality, habits, teamwork ability, other soft skills and emotional intelligence, and whether they can successfully complete the work required by the company.

Let's look at the costs and benefits. Success or failure and interests are divided into explicit and implicit.

For example, the explicit cost: wages. Hidden costs: It usually takes some time and training to recruit new employees and get familiar with the work content. Recruiting short-term managers means re-evaluating the recruitment in a short time, as well as the subsequent induction training for new employees and familiarization with the work content. These are hidden costs.

For example, explicit welfare: cattle people can finish the work that needs to be done smoothly and quickly, and the company is efficient. Hidden benefits: Niu people have their own methods, skills and experience, and they will show their own quality experience and good working methods and processes when dealing with work and processes, and these experiences are valuable and part of high-tech resources. If the company wants to make full use of this resource, it needs to fully communicate with other departments about the background and situation of recruiting this person at the same time, organize colleagues in other departments of the company to learn and think about the experience and methods it brings, and even consider letting Niu people give lectures to colleagues in other departments of the company to introduce their own experiences. Only in this way can the company maximize the effectiveness of this recruitment.

Therefore, as HR, it is not a simple matter of recruiting cattle, but a rational decision made after fully evaluating the risks and benefits, and follow up the scheme suggestions after this decision, so as to maximize the final utility of this decision.

thank you