How to identify talents?

How to identify successful entrepreneurs is not only a doer, but also a successful person who is good at recognizing and seeking talents. In order to create an excellent enterprise, we must do everything possible to find, cultivate and find urgently needed talents for the enterprise with the attitude of eager for talents, sincerity and meritocracy. Among them, it is more important to find and appoint talents within the enterprise. The historical story of "Xiao He chasing Han Xin under the moon" has long told us that talents are important and hard to find. In today's era of knowledge economy, this story has been given special significance. If an enterprise fails to give full play to its talents for a long time, it will inevitably lead to the loss of people's hearts and brain drain. We have seen the losses and injuries caused by countless brain drain to enterprises, and we have also seen some entrepreneurs' indignation and anxiety about this phenomenon. In addition to other factors, entrepreneurs should take the initiative to find that hiring internal talents and providing them with a broad space to give full play to their talents should be a positive way to prevent brain drain. So how to judge whether a person is qualified for a certain position or a certain job? We can make a comprehensive investigation and analysis of this person through the following points: 1. What did this man do? 2. What other jobs might this person have done? 3. What other aspects does this person lack? In what ways can he give play to his strengths after strengthening his study? If you have children, are you willing to let them work under this person? If so, why? If not, why? The first three articles focus on the advantages of all parties and what they can do as a starting point. The last one is to put yourself in the subordinate's shoes and see if this person's character can set an example. Through such investigation and study, we can put this person in a suitable position and make him play a greater role. A dedicated entrepreneur can find talents anytime and anywhere. A story can illustrate this point: a factory director went to his factory workshop and found a new employee cleaning the glass. After cleaning the glass, he took the initiative to clean the machine, mop the floor and clean up the mess in the workshop. He asked the workshop director, "Is this the handyman you hired?" "No," replied the workshop director. "He is a new worker in our workshop." "You can pay attention to him in the future, and you should promote him soon." The factory director said to the workshop director. The worker really grew up quickly and became an outstanding talent in the enterprise. This example shows that entrepreneurs are always inspecting and identifying talents. People often refer to leaders who boldly employ talents with unique vision as Bole. In fact, employees are the best bole, because they know the talents and strengths of people around them best in their daily work and can make a fair evaluation. Managers can find talents through employee surveys and recommendations. Kodak Company in the United States once used secret ballot to mobilize employees to recommend leaders above the supervisor, and asked referees to write down the reasons for recommendation on the recommendation ticket, thus discovering many talents. If an enterprise can't even find and hire internal talents, then there is no guarantee that the talents recruited from outside can be retained and used well. Over time, enterprises will fail because of lack of cohesion and centripetal force.