Entrepreneurial consultant recruitment

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People+Stop = Enterprise. For any enterprise, once it leaves people, its development will stop.

Whether you can't recruit people or the wrong people, the impact on the enterprise is immeasurable. The talent recruitment of an enterprise is not only related to the talent construction of the company, but also related to the operation and management cost of the enterprise.

So, for an entrepreneurial company, how to do a good job in recruitment?

For entrepreneurial companies, at different stages of development, the types of talents needed will be different. According to different periods, different positions and different needs, it is far more important to choose the right person than the excellent one.

Just as Alibaba believes that "it is better to find the best person than to find the most suitable person", Ali's talent recruitment concept encourages managers to find more people from within the company than themselves. After recruiting the "most suitable person", Alibaba will train new employees in many ways and make them grow into "the best people".

When recruiting suitable people, be careful not to poach people from competitors. In Ali, there are similar regulations:

"Not only do we absolutely not allow our company to dig competitors, nor do our headhunters, but we also strongly despise, exclude and condemn digging our competitors."

"As for people who take the initiative to quit, if they are not fierce competitors, they can consider it; If it is a fierce competitor, we will never accept it. "

Enterprise values are the soul of an enterprise, and its existence makes employees move towards a unified goal. When everyone reaches a consensus on value judgment and interest choice, there will naturally be cohesion.

The importance of cohesion to an enterprise is self-evident. The cohesion embodied in the work is team spirit, which can also be said to be a kind of joint force.

Ma Yun once explained Ali's team spirit in a public speech: "What is team spirit? There are two meanings: one is that ordinary people do extraordinary things, and the other is not to let teammates fail. None of Alibaba's seven companies can go bankrupt. So I think synergy is what I can do for others. "

Value can't be seen or touched, but it can moisten things silently. For entrepreneurial companies that often have to "fight", we must do a good job in recruitment.

Recruiting talents who are close to the company's values as far as possible from the recruitment stage can improve the "survival rate" of recruiting talents and reduce unnecessary troubles for the follow-up work. This "opportunistic" approach is an old tradition of Alibaba.

Deng Kangming, former senior vice president and chief human resources officer of Alibaba and chief operating officer of Alibaba Pictures Company, once said: "When recruiting new employees, we mainly look at whether they are honest, whether they can integrate into the enterprise and whether they can accept the sense of mission and values of the enterprise. Business issues are not the most important. "

Why is business not the most important criterion in the recruitment process?

On the one hand, even if the business ability is strong, if this person can't agree with the company's values and ways of doing things, then he will not go all out in the process of work, will try his best to do it in time, and will finish the work in a reluctant state. This kind of work is not ideal.

On the other hand, many people will judge the matching degree of business positions through personality. It is generally believed that extroverts are suitable for sales, but internationally renowned sales guru Born Tracy once pointed out that 75% of the top salespeople are considered as introverts in psychological tests. If we judge according to the intuition of ordinary people, perhaps these top salesmen have long been eliminated by human resources managers.

It can be seen that it is unreliable to judge what kind of job a person is suitable for and how much development potential he has just from his superficial personality. People with the same potential talents and hobbies may be people with different personalities.

At present, the mobility of workers in China is increasing, and it is increasingly difficult for enterprises to retain talents. We should know that the replacement cost of a core talent leaving the company is as high as 1- 1.5 times the annual salary of the employee leaving the company.

There are many reasons why it is difficult for enterprises to retain people, one of which is to despise turnover management.

In the traditional enterprise management mode in the past, there is a default concept: once a person leaves, it has nothing to do with me.

In fact, leaving employees is also a force that cannot be ignored in the company, and many problems can be reflected from leaving employees. For employees who have left their jobs, managers should understand the reasons why employees really leave their jobs and listen to their opinions and opinions, so as to improve the company's work and improve employees' satisfaction with their jobs. At the same time, employees who leave to join the new company may still provide useful information or market opportunities for the original company.

Recruiting employees in enterprises is not a simple mechanical transaction, and the inspection criteria of the best employer are various, including the number and quality of employees, the training level of employees, whether the company's goals match the employees' personal goals, the income level of employees in the same industry and so on.

Alibaba has performed well in these aspects, which has largely given employees a sense of growth, accomplishment and belonging, and enabled all employees of the company to maintain high morale and keep fighting.

Enterprises and people in the workplace together form a big environment, which we usually call the workplace. In the eyes of the public, the workplace is just a place for professional activities, but it should also be a place where emotions meet.

We can simply calculate how much time we spend working in our lives. Do we spend more time with our colleagues than with our parents?

If you can't feel the spiritual growth, happiness and richness, and the joy of self-achievement when working with your colleagues, then your work will become particularly painful.

I open my eyes every morning, thinking about being with these old faces, looking at the boss's stinking face, and facing a lot of things that make me unhappy … What motivation can I have to wake myself up?

So, will there be some elements that make us feel different? That is-let "workplace" become "love field".