Why should we examine them before employing people?

Zeng Guofan pointed out: people should pay attention to methods. There are ways to change talents, methods to train talents and rules to test talents. Talent is cultivated and exercised. You can't set your sights too high. You always say that there are no meritocratic people. I privately doubt that the ancients said that all gods are changing, like indescribable things, almost all the advantages are combined and no shortcomings are allowed. I'm afraid there are too many praises in this book. It is impossible for people to meet all the predetermined requirements in the early stage. The key is to measure and select talents in an eclectic way, not to be picky because of small details, and not to abandon a few stout trees because of one inch of decay. Don't cast too many nets, as a result, you let the big fish go. The former sages have an eternal famous saying: people who are stupid and ignorant can do their best to urge them.

How hard is it for people to know people? Zeng Guofan sighed so much. He believes that before appointing a person, we must first examine him, and those who are qualified will be hired, and those who are unqualified will be abandoned. But observing a person cannot cut off history. You can know his present by looking at his past. Looking at his past and present, we can predict his future. Looking at a person historically and comprehensively is an important way to grasp the essence of a person.

How important it is to know a person and his true face in our interpersonal communication is related to the success or failure of our career, so we must learn to look at people comprehensively.

There are generally two ways for enterprises to recruit and appoint talents. One is the direct contact between entrepreneurs and talents. No matter which party takes the initiative, the initial starting point is a private interview, and the premise is that one party has a certain sense of trust or admiration for the other. The other is open recruitment, in which enterprises mainly send out public information, propose corresponding returns and sell talents to enterprises, which is called "clearly marked price".

Open recruitment has been adopted by the majority of enterprises, and many enterprises have spared no expense to recruit talents from the whole society. For example, Hodo Group Co.,Ltd. Co., Ltd. recruits a general manager with an annual salary of one million yuan; Penbao Group recruits executive deputy general manager with an annual salary of 500,000.

This kind of well-paid open recruitment can often achieve the goal of obtaining talents in a short time, and at the same time, it can also achieve the sensational effect of promoting enterprises.

There is a Sino-Japanese joint venture Mei Xin Ceramic Industry Co., Ltd. in Jiaozuo, Henan Province, which was founded in 199 1 and won the first prize in the quality appraisal of light industrial products and the first prize in the scientific and technological achievements of light industry. 1992 1 month, granite-like porcelain wall and floor tiles passed the technical appraisal of new products in the province, filling a gap in light industrial products in the province.

When talking about the development of the company, Mr. Zou Chengdong, the general manager, said that the company was in the whirlpool of fierce competition at the beginning of its business, and all the competition was ultimately the competition of talents. In order to win all kinds of talents, the company selects talents by open recruitment.

When Messing first advertised in 1988, many people came to apply. After interview, written examination, external screening and trial-Mei Xin Company's "four steps" of recruiting talents, each step is very strict.

Take the recruitment of technicians as an example. In order to strictly control, Mei Xin specially invited professors and experts from Jiaozuo Mining Institute to inspect, from basic theory to professional technology, from English foundation to IQ level. They even have to comment on their past performance and achievements. In the end, they are not only the best candidates, but also many of them are technical leaders of the original units. '

The recruited technicians began to work hard on the blank and barren land of Mei Xin Company. With the fate of the company, everyone is closely linked, and risks and pressures urge them to actively play their respective expertise and overcome the difficulties they face.

Mei Xin Company's open recruitment of talents has achieved the following expected purposes: First, Messing has absorbed a group of professionals with the fastest efficiency; Secondly, the quality of technicians recruited in Mei Xin is relatively high, because they can be selected fairly when recruiting; Third, dig away the technical strength of competitive enterprises. Generous treatment is the basis for recruiting talents, and it is also to accumulate strength for greater interests in the future. Mei Xin Company recruited a group of outstanding talents for the enterprise through various inspections of talents before taking office.

Different from other small and medium-sized companies, the traditional assessment method of General Electric Company is "talking on the plane", that is, calling every applicant to the plane to talk with the general manager. Jones, president of General Electric, has taken two boarding examinations in order to select competent management talents, and was deeply impressed by the performance of each candidate in this fierce competition. In this short dialogue, who stagnates, looks forward and considers individuals; Who dares to go forward, dare to say and do, the cause is supreme and exposed; You can clearly see who is at the forefront in the selection competition. It is more important to have a thorough and accurate understanding of the relationship between all candidates. In this way, Jones learned the inside story of who can cooperate with whom and who can't. He thinks that excellent talents are good gears, but they may not bite together. It is easier to appoint a person than to choose a leading group. Making a mistake on this issue is the biggest mistake, and the loss caused is the biggest loss that has affected the development of enterprises for many years. Therefore, it is absolutely impossible to "match", and it is not satisfactory that the current general manager has the final say. But to realize the combination with the board of directors with the general manager as the main person in charge, and it will go through a long process of repeated comparison. It is precisely because Jack and Berlin Gump put each other's names on the list of three candidates that everyone should write, which made Jones sure that he would cooperate with each other when he was assigned a deputy in the future.

Four years later. Jones made up his mind to hand over this large company with a long history to a "somewhat arrogant young man" Jack to lead. Some of Ge's predecessors expressed different opinions after hearing the news. Two retiring vice-chairmen expressed reservations, and even well-known professors of Harvard University held objections. Jones went to all parties to lobby: "We really need a leader who can freely discuss technology with subordinates, and we also need a leader who dares to innovate and is full of vitality in business methods. This man is Jack. He is the first person to propose a global market strategy, and his worldview is first-class. " The most important thing is to "sell" this person to the board of directors. 1980165438+10. In October, the Personnel Committee of the Board of Directors held a personnel appraisal meeting far from the headquarters. At this meeting, Jack was approved as Jones' successor, and assumed the positions of general manager and chairman.

Now, it seems that it is the success of Jones, the brilliant general manager and chairman, in selecting successors that makes the American General Electric Company in an invincible position, achieving unprecedented prosperity in the 1970s and 1980s and becoming one of the top four enterprises in the world. All this is attributed to the general talent inspection system.