Don’t let your employees interview the VP

Don’t let your employees interview the vice president

Every company has its own recruitment process. As an outsider, there is nothing wrong with how to arrange interviews, but if you arrange an ordinary The HR clerk interviewed senior talents such as vice presidents, directors, and managers who had deeper experience, wider knowledge, higher positions, and stronger abilities, but they had something to say.

Some people may find it unbelievable. Which company boss in the world would be so confused that he would hand over the fate of the company and the life and death of talents to an ordinary personnel clerk? But the fact is that such incidents are common. If you don’t believe it, if you visit the talent market or recruitment unit and pay a little attention, you will find that this abnormality has become normal!

As early as 1998, when the author went south to apply for a job, he visited the famous southern talent market and saw a bizarre scene in the Guangzhou Book Buying Center. A company was recruiting a deputy general manager. The recruiter sitting in front of a giant poster booth turned out to be a human resources lady with a baby voice. The interview questions are by no means as simple as where you graduated, what major, how old you are, whether you are married, and whether your documents are authentic or false. She even asked dozens of questions in succession about corporate management, business strategy, career planning, value recognition, etc., which are often designed by decision-makers. indivual. There are different opinions on the exact extent of his capabilities, but it is indeed lamentable that the butcher's knife has killed a large number of senior talents who have worked for more than ten years and are good at technology, management and business. Even a group president from Zhejiang shook his head after seeing it. He angrily said to his job-seeking friends present: "If you hire a kid to recruit a vice president, isn't this making fun of the fate and reputation of the company?" I don't need to say more about the results of the recruitment.

If this happened in the 1990s, we could still find a reason to shirk responsibility because of lagging human resources management. Then, eight years later, mankind has already entered the 21st century. Similar incidents are still happening again, which cannot but be said to be a tragedy for the development of enterprises and social progress.

A few days ago, the author was invited to participate in a senior talent recruitment fair in a large talent market in the Pearl River Delta. I originally thought that companies recruiting talents here would send heavyweights with senior qualifications, strong expertise, and high positions to recruit talents. , but the result is that more than 70% of companies claim to recruit high-level talents such as vice presidents, directors, managers and even general managers with high salaries. The recruiters who come for interviews, written examinations and even re-examinations are either inexperienced personnel clerks or inexperienced recruitment specialists. , causing some professional managers with real talents to appear particularly awkward in the face of "incorrect" tests and questions and answers. A doctor of economics and management who studied abroad was so angry that he walked away when he received a test question from the recruiting unit: "One plus one does not equal two." "This is not about recruiting talents. Isn't it just like Zhao Benshan's tricking people?"

Although recruitment is only a very small part of enterprise management, through this window, we can gain insight into the enterprise's emphasis on talents and development. power. If a company is careless enough to let ordinary HR ladies or recruiting gentlemen decide the fate of senior talents such as vice presidents, directors, managers or even general managers, then the future of the company can be imagined. If the company really needs to bring in foreign aid and inject fresh blood, the author's advice is: "Don't let your employees interview the vice president. Take the time to find outstanding talents than doing any business."

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