Classic rules for successful enterprises to choose talents.

In the face of difficulties and setbacks on the road to dreams, persistence is the best sharp blade, which will help a person break through difficulties, cross difficulties and reach a dream full of flowers. The following is the classic rule of selecting talents for successful enterprises that I collected for you. I hope I can help you!

1, Bole Xiangma

The advantage of this method lies in Bole's unique vision. Bole, because of his insight, dares to identify talents before they are revealed and use them in disputes. Wang Yongqing, chairman of Formosa Plastics Group, is a talented Bole. Once, Wang Yongqing met a man from China who was studying biochemistry in new york. His intuition told him that this man could make a difference, so he invited this man to work in Formosa Plastics. The man's surname is Bao, his face is dark and his figure is short and fat. Ask him jokingly if he is the son of Bao, the prime minister of the Song Dynasty. The result was really right by Chairman Wang. This person is the 43rd generation descendant of Premier Bao, and later became the chief researcher of the Medical College affiliated to Formosa Plastics.

2. Horse racing on the track

The genius of this method is that it can better reflect the recruitment principles of fairness, equality, competition and merit, which is conducive to outstanding talents to stand out. ACM International College Programming Competition was founded in 1970, which is the largest and most authoritative computer software programming competition among universities in the world. It has been held 23 times in 1999. The 23rd competition was sponsored by IBM. The purpose of its activities is to stimulate students' interest in computer science, cultivate students' creativity and cooperation spirit, develop new software products and solve practical problems, find new people, and lay the foundation for the company to recruit talents.

3. Ultra-flexible working hours method Five years ago, a young man named tate george wanted to find a job that would make a lot of money without delaying his playing golf during the day. When a network terminal company in Silicon Valley in the United States learned that George really had the ability to do things, it immediately offered to meet his requirements. As a result, he plays golf during the day and works at night. The quality and efficiency of his work are very high, and both units and individuals are very satisfied. Therefore, people call George's working hours super flexible working hours. Obviously, this super flexible working hours is very attractive to candidates.

4, internal staff recommendation

United Microcomputer Systems, located in Rockville, Maryland, USA, has assets of $20 million and 400 employees, 60% of whom are internal employees. According to the enterprise regulations, if the introducer is hired and has worked in the company for more than 4 months, the introducer will receive a bonus of 300 to 1000 USD. If the recommender is an excellent senior manager or technical backbone, the recommender will receive a bonus of $65,438+0,000 yuan and a computer. Georgia Life Insurance Company of the United States encourages internal employees to introduce suitable talents by raising the standard of referrer bonuses and paying them by stages. In recent years, some enterprises in Taiwan Province Province have also encouraged their internal staff to introduce suitable talents, requiring enterprises to reward referees and give a certain amount of bonus to those who successfully recommend them. This practice is conducive to saving the cost of talent recruitment and ensuring the quality of recommended talents, because for the sake of safeguarding the interests of enterprises and being responsible for enterprises, referees generally do not recommend poor talents. Some enterprises, in order to ensure the quality of recommended talents by internal employees and enhance their sense of responsibility, also pay the recommended talents by installments. When the recommender works in the enterprise, he will pay 30-60% of the full recommendation bonus to the recommender, and the remaining 40-70% will be paid after the probation period expires and he becomes a regular employee.

5. Let B-level people do A-level things.

In Taiwan Province Province, many enterprises are in favor of the principle of letting B-level people do A-level things, and more and more companies adopt this principle to recruit people. They believe that letting B-level people do A-level things can not only stimulate B-level people's self-motivation and give full play to their potential abilities, but also help to reduce the investment in human capital and increase the profits of enterprises. For example, an executive in an electronics industry in Taiwan Province Province said: Let a B-level person do A-level things, the performance appraisal score may be only 79 points, while let A-level people do it themselves, the performance appraisal score may reach 85 points, but the cost of A-level people is 90 points, while the cost of B-level people is 60 points. It is obviously more than enough to make up for the gap of 6 points with 30 points. It should be pointed out that applying the method of recruiting low-level talents by interview is by no means equal to blindly and unconditionally entering. Employers must pay attention to moderation when considering relaxing the application conditions, and must do the following two things: First, ensure that the talents to be recruited have a strong sense of responsibility and are open-minded and eager to learn. Second, ensure that the talents to be recruited have strong potential ability. Otherwise, it will cost a lot of talents and financial resources to interview and recruit, which will make the new recruits useless, and may also cause an embarrassing situation in which it is easy to ask God for help.

6. Marathon interview

Microsoft's interview recruitment is called interview marathon by candidates. Applicants need to talk to five or six people, including department staff, department manager, vice president and president. Each person will talk for about an hour, and the content of the conversation will be different. Except for sensitive issues such as faith, ethnic discrimination and gender discrimination, almost all other issues may be involved. Pay special attention to the following five points during the interview:

(1) Pay attention to the reaction speed and adaptability of the exam. It is understood that people interviewing at Microsoft must first answer all the difficult questions set by Gates. After his IQ is determined, he may also arrange a meeting with Bill Gates to accept personal questions from the President. A senior vice president of a famous computer company went to Microsoft for an interview, but failed to answer Bill Gates' question in time, claiming that he thought for a while. Gates is very dissatisfied with this. He doesn't think this gentleman can answer questions in time. What should he do in case of an emergency? The result can be imagined.

(2) Pay attention to the eloquence of candidates, and think that eloquence is the basic skill of expressing thoughts, exchanging thoughts and feelings and promoting mutual understanding. Every time Bill Gates meets an inarticulate candidate, he puts on an impatient look.

(3) Pay attention to the innovative ability of candidates. Bill Gates has said many times that in the high-tech field, the way of employing people does not care about age and experience. Microsoft pays attention to pioneering and innovative ability. Conventional working methods without experience and innovation are not advocated and needed by Microsoft.

(4) Pay attention to the candidates' technical background and require candidates to program on the spot.

(5) Pay attention to the candidate's personality hobbies and self-cultivation, usually by having lunch or chatting with the candidate.

7. Lease probation employees

Leasing began in the 1980s. At present, this form is only used in the United States, and the employees to be leased are not idle, and many of them have master's and doctoral titles. As a result, some employers have turned their attention to the prospective employees of leasing companies, first trying out by leasing, and then choosing their favorite ones.

8. Optimism test

In the mid-1980s, an American life insurance company hired 5,000 salespeople and spent $30,000 on training. However, one year later, half of them quit, and four years later, only 1000 people were left. The main reason why salesmen quit their jobs is that they are rejected again and again in the process of selling life insurance, which is very embarrassing. The high training cost and the large loss of trainees have caused the company to suffer huge economic losses. To solve this problem, the company invited Martin Seyrig, a professor of psychology at the University of Pennsylvania. Professor Seyrig Mann believes that optimism is particularly important for a person's growth. Optimists are often not afraid of failure, and they are dejected and helpless in the face of failure. With the help of Professor Seyrig Man, the company conducted qualification screening test and optimism test on 65,438+0,500 newly hired employees, and tracked the test results. Some people failed the qualification screening test, but passed the optimism test with the good results of super optimists. Follow-up surveys show that people who have achieved the results of super optimists generally perform well in their work tasks. Compared with ordinary pessimists, their sales in the first year were 265,438+0% higher, and their sales in the second year were 57% higher. Since then, passing the optimism test of Professor Seyrig Mann has become an important condition and necessary procedure for the company to hire salespeople.

9. The suspect doesn't need it

Northos software company located in Washington, D.C. clearly declared in the job advertisement that it would give priority to those who have both ability and political integrity who abide by their profession. Many applicants also noticed this and applied for it.

10, basic document

The review method refers to the fact that when employers openly recruit personnel to the society, they should pay attention to the authentication and review of the basic documents such as the applicant's ID card, academic certificate, professional qualification certificate and professional and technical post appointment certificate, so as to prevent the fake from being confused with the real and shoddy. The basic certificate examination is a common practice for the unit to implement interview recruitment. 1999 1, Beijing police cracked the first computer crime case in Beijing. Zhang Wenming, a criminal suspect, applied for a job in Worry-Free Computer Company from June 5, 1998 to June 0, 1998. I was less than 25 years old at that time, and I didn't bring my ID card or any academic certificate. He only asked the company leaders to take a CD-ROM of the software he claimed to be involved in the development and some rhetoric to move their hearts. Only two months after Zhang Wenming joined the company, he was appointed as the head of the development department. After being the head of the development department, his performance was poor, and he often came late and left early, which violated the company's rules and regulations. What's more, on February 26, 65438, when the company leaders talked with him and severely criticized him, he resigned angrily and implanted a virus in the company's software to show revenge, which caused millions of dollars in economic losses to the company. Zhang xxx used the computer to commit a crime, and he deserved it. However, the lesson that Beijing Worry-Free Computer Company did not insist on checking ID cards and other relevant documents when choosing Zhang Wenming should be reflected.