Why is it called the Jobs Rule?

Only excellent people can top 50 mediocre employees.

Steve Jobs, the owner of Apple Computer Company in the United States, said: "It took half a lifetime to fully realize the value of talents, so we need first-class Internet talents." In a recent speech, he said: "In the past, I thought that a good person could top two mediocre employees, but now I think it can top 50." Because Apple needs creative talents, Jobs said he spent about a quarter of his time recruiting talents.

Top managers can often introduce the company's long-term goals to talents more effectively. For a newly established and dynamic company, the founder is usually very careful when selecting employees. The boss's visit to the recruitment site will enable job seekers to understand and adapt to the company's cultural atmosphere and environment as quickly as possible.

Let me first introduce the secret of Microsoft's recruitment of first-class talents: executives must participate in the recruitment process.

Until now, Bill Gates will personally call Microsoft's favorite college graduates and ask them if they are interested in working. Prijue stressed that if executives don't participate in the recruitment process, others will think that executives don't care about talents. If the top management doesn't care about talent, who else will? Let's take a look at IBM's reuse of "wild ducks".

International Business Machines Corporation (IBM) is a leading high-tech company in the world. In this company, talents with "wild duck spirit" are favored and reused. Watson, the general manager of the company, takes a famous saying by the Danish philosopher Gorkaygard as his motto: "Wild ducks may be tamed, but once tamed, wild ducks lose their wildness and can no longer fly freely." Watson stressed: "I never hesitate to promote those who I don't like but have real talent and learning." I'm looking for someone who is strong, informal, a little wild and outspoken. If you can find many such people around you and listen to their opinions patiently, then your work will go smoothly everywhere. "Watson regards innovation as the embodiment of the' wild duck spirit'. He took various measures to encourage employees to create inventions, constantly develop new technology products, and gain the right to win the domestic and foreign markets. " Wild duck spirit "has become the cornerstone and driving force of IBM's rapid development."

Executives from General Foods, Citibank, Enron Natural Gas and other large companies are directly involved in the recruitment process and personally host some interviews.

Pay attention to talents with practical actions. Andrew Adams, who is in charge of career development at the famous Wharton Business School, said: "Enterprises can't just talk about how important it is to introduce talents without taking practical actions. Company executives should participate in talent recruitment activities. " It is bound to make job seekers feel a kind of satisfaction and relief psychologically, which is of great benefit to eliminating their psychological obstacles to the boss.

Some senior managers say that their recruitment procedures are different from those of full-time recruiters. The department in charge of personnel relations is always looking for someone to fill some vacancies, but the boss is different from the senior manager. They always look for talents first, and then arrange suitable positions for them.

Improve recruitment efficiency. The boss visits the recruitment site in person and has a direct face-to-face conversation with the job seeker, so that he can make a comprehensive and systematic evaluation from the aspects of psychological quality, foreign language level and professional knowledge. This not only avoids some mistakes in the past recruitment process, but also simplifies the screening process and saves manpower and material resources, especially precious time.

Let employees feel affinity. The boss's personal participation in talent recruitment is equivalent to sending a message to job seekers: once you join the company, it is easier to get in touch with the top management of the company. If job seekers have the opportunity to talk to senior managers before being recruited, they will think that they will be more concerned when they become employees of the company. In addition, top managers can often introduce the company's long-term goals to talents more effectively. For a newly established and dynamic company, the founder is usually very careful when selecting employees. The boss's visit to the recruitment site will enable job seekers to understand and adapt to the company's cultural atmosphere and environment as quickly as possible.