What kind of employees do multinational companies like?

Editor's Note: The generous salary and benefits of multinational companies have always been the first choice for graduates' employment. If you want to enter the door of multinational companies, you should not only improve your professional skills, foreign languages, computer skills and other "hardware", but also improve your learning ability, communication skills and other "software" to become a talent with comprehensive competitive advantages. Wu Kongzong, former human resources director of AMD Ultramicro Semiconductor (Suzhou) Co., Ltd.: HR Manager of Lou's Electronics (Suzhou) Co., Ltd. Xie: The character of the candidate is our primary object of investigation. A person's moral character includes honesty, discipline, cooperation, responsibility, enterprising spirit, legal concept, team concept, user concept and so on. Filial piety is also one of the important virtues of a person. If a person is not filial to his parents and disrespectful to his family, he can't respect his partner and be loyal to the company. Therefore, character comes first. In the face of fierce market competition, once an enterprise makes mistakes in employing people, it will suffer huge losses or even give up all its efforts. We generally know the character and integrity of the applicant through interviews, resumes and background surveys. In addition, consider a person's potential. People without potential have no future, such as myopia, greed, unhealthy body and mind, and lack of initiative. Potential includes self-study ability, enterprising spirit, work attitude, creativity and communication ability. Evaluating whether an applicant meets the requirements mainly depends on three aspects: personality, talent and potential. Wen, personnel manager of American Liten Electronics (Suzhou) Co., Ltd. said: We attach great importance to honesty and require every employee to strictly follow the principle of "honesty first". For example, when we recruit employees, if there are only two candidates left in the end, one is good but not honest enough, and the other is honest but not good enough, we will admit the latter. As the saying goes, "it takes ten years to plant trees, but it takes a hundred years to cultivate people", which shows that the cultivation of people's character is a long process, and the cultivation of business ability is not so difficult. As long as you have a good education, a certain foundation and master the learning methods, you will soon be improved. Of course, there is no reliable way to examine a person's integrity. We usually look at resumes, interviews, personality assessments, and even scenario simulations to examine the integrity level of candidates, and also examine their "past", that is, through their previous file locations, talent exchange centers, former employers, and schools. Xiao, Personnel Manager of Emerson Electric Appliances (Suzhou) Co., Ltd., USA: Our recruitment principle is "the right person, the right position and the right time". In addition to looking at the "hardware" of the applicant's knowledge, skills and abilities, we should also look at his comprehensive quality, attitude and professionalism, and see if he has passion and interest in his work. If he is half-hearted, we won't admit him. We expect employees to serve the enterprise for a long time and grow in the enterprise. Our recruitment channels are simple: generally, we publish recruitment information through newspapers, and the other is to look it up in the company's talent pool. If you want to recruit senior management talents, you will usually go through a headhunting company. Dong Yuhua, Personnel Manager of Nokia (Suzhou) Telecom Co., Ltd.: Nokia does not choose the best people, but puts the most suitable people in the most suitable position. Therefore, we hope to recruit the most suitable employees. Some job seekers we don't choose are not necessarily bad, but they may exceed the requirements of this position. At the same time, we also pay more attention to the consistency between job seekers and Nokia culture. We generally value people with cooperative spirit more than individual heroes. We will focus on this aspect when recruiting. When we recruit, we usually publish advertisements to publicize the requirements of the position. These requirements were put forward by specific departments. Our human resources department will screen first, then send the relevant information to the department manager for selection, and then organize interviews and tests. We usually test the character of job seekers through interviews. Through the resume, we can see a person's experience, learning level, education and other information; You can see a person's knowledge and ability information through the test; Evaluate a person's comprehensive quality through an interview. At the same time, I will have a more comprehensive understanding during the probation period. Zheng Aijuan, Human Resource Manager, Xudian (Suzhou), USA: Employees without team spirit are not welcome. Besides, fighting and stealing are the most intolerable. Of course, honesty is also very important. Take team spirit as an example. When we founded Xudian Suzhou Company, in order to recruit the first batch of employees, Mr. Chen went to some famous universities in China to select master students, one of whom was the first in his subject, but in the end we didn't hire him. The reason is that although he is excellent personally, he lacks the spirit of cooperation and is not suitable for our company. Employees are the greatest wealth of Xudian. In order to ensure that we can recruit high-quality employees, our human resources department keeps close contact with various departments, and constantly modifies and improves our recruitment strategy with the help of psychological tests and other tools. Hang Xiaoli, HR Manager of Bordamikrone Precision Engineering (Suzhou) Co., Ltd.: We don't welcome employees who change jobs frequently. Because if a person changes jobs once a year, or even once every six months, although he says he is doing well, I will have doubts in my heart: will he really be doing well? With such frequent job-hopping, can he really accumulate considerable experience and lay a solid professional foundation in such a short time? When recruiting, we will comprehensively consider the overall personal qualities of the candidates. Of course, different job requirements are not exactly the same. Take the human resources department as an example. For human resource management practitioners, communication skills are particularly important. Because if you can't express yourself clearly, you can't make others understand you and understand your meaning. At the same time, I think a person's work attitude is very important. A person with a positive attitude and a person with a negative attitude have different attitudes towards life and work. Yu Fang, Personnel Manager of Suzhou Dupont Polyester Co., Ltd.: In a nutshell, the corporate culture of Dupont Company is "to do everything with excellent safety, health and environment, people-oriented, teamwork, quality and the highest standards of professional ethics". It can be seen that we attach great importance to the observance of professional ethics. Abiding by professional ethics is also related to the image of an enterprise. If an enterprise wants to establish a good image in front of the public, it must be honest, and observing professional ethics is the most basic requirement of honesty. As we all know, if an enterprise wants to gain a foothold in the market, it must win the trust of customers and consumers, otherwise it will be difficult to survive for a long time. Dupont can go through 200 years of history and stand among the top 500 enterprises in the world, precisely because it has established an image of honesty and abided by professional ethics. Qiu, HR Manager of Marketing Headquarters of Suzhou BenQ Dentsu Company: Yao Hailing, HR Manager of Narko Chemical (Suzhou) Co., Ltd.: We don't welcome employees who have no independent working ability, no consciousness and can't adapt to great work pressure. Since our company entered China from 1996, it has never set up an attendance card, because we put more emphasis on employees' consciousness, so that employees can consciously plan what they should do and accomplish. When we carry out recruitment publicity, we generally don't emphasize what kind of treatment to give, but emphasize personal career planning and their personal development. Of course, there are also aspects of salary and welfare, but it is not the main aspect of attracting talents. Huang Liang, Manager of Personnel Department of Zixing Paper: Personally speaking, people who are dishonest, unstable and lack of continuous learning will eventually be eliminated by enterprises. Therefore, if there is a choice between "virtue" and "talent" in recruitment, we will pay more attention to "virtue". We can evaluate the applicant from his past experience. (Note: Part of the information in this article is provided by Zhu Yongxin, a professor and doctoral supervisor of Soochow University).