Mengchang recruitment

Throughout the ages, many talents who have made great achievements in their careers are often lost in the ordinary and difficult to capture before they are revealed, and their unique personality is often rejected or even stifled. Just like the swift horse written by Han Yu, although he has the ability and ambition of a swift horse, if Bole doesn't know the goods, he can only be humiliated by a slave and die in a ditch.

People who are made of iron can be smoothed by the weather and will not be jealous of mediocrity. What is controversial may be talent. During the Warring States Period, there were 3,000 diners in Meng Changjun, the head of the "Four Kings". One of them, an elegant gentleman named Feng Xuan, wore a long hairpin and a disheveled shawl, and his behavior was very strange. He has to go out and pull horses and chariots to work, and there are fish to eat every day. If he was not satisfied, he threatened to "take a long hairpin home."

His "bad style of work" made Meng Changjun "have both ends meet" and demanded to step down one after another. Meng Changjun, on the other hand, is quite generous and sincere, trying to meet Feng Xuan's "excessive" requirements. Sure enough, Feng Xuan later gave advice to Meng Changjun, and used the complicated relationship between governors to consolidate Meng Changjun's position in Qi.

Sony, which is famous for its original technology all over the world, fell behind others in the exponential growth of computer market a few years ago. Sony's decision makers know that if they want to catch up, they must come up with new products as soon as possible. As a rule, it takes at least two years for scientific research departments to develop new products, which is obviously not conducive to market competition.

As a result, "Sony" leaders unexpectedly decided to conduct public bidding within the enterprise. As a result, three employees who were considered to have only potential won the bid. The three "prospective talents" didn't expect much. It took only half a year for a microcomputer with the trademark "Sony" to appear in the store. Its performance is higher than that of similar products, but its price is half cheaper. "Sony" has occupied a large market.

Therefore, when identifying talents, we should use a dialectical and developmental vision, not only to distinguish between phenomena and essence, mainstream and tributaries, but also to focus on the overall situation, instead of "avoiding the details of talents and forgetting their strengths" and taking the big section; We should also take a long-term view. We shouldn't totally deny the talent's today or tomorrow by the talent's yesterday, and treat the talent to death. At the same time, we should also avoid judging today's or tomorrow's talents only by yesterday.

Motorola's mobile phone design department once asked for "male priority". Under such recruitment standards, designers used to be all men. Naturally, the products they designed are also very masculine, and once occupied a large market share without competitors. Later, more thin and beautiful mobile phones appeared on the market, and the black and heavy Motorola mobile phone was left out by consumers.

In order to change the design concept, Motorola began to attract more women to join the design team, and Motorola mobile phones finally followed the fashion. Management experts pointed out that with the development of globalization, the demand for diversification of talents is becoming more and more prominent, and enterprises need to break the inherent standards and recruit talents of different ages, races, genders, majors, personalities and abilities.

In the changing environment, the team composed entirely of Aries has weak ability to resist risks. Maybe at some point, the black sheep in the team will be able to make contributions.