This article first appeared in WeChat official account Derui Human Effect Consulting

"Recruiting people is not allowed, and six times the salary is wasted", with everyone taking a hard calculation of the loss account of recruiting the wrong person. The most troublesome thing is that even if you know that the loss is so shocking, it seems that you often seem helpless.

Of course, it is far from enough to attach importance to the strategy. We should really "despise" the enemy tactically.

the first move? Take the initiative to attack

The current business environment resembles a battlefield, and the era of "pigs standing in the wind can fly" has passed. The key for enterprises to deal with uncertainty is to find the right person, who can become a "wind maker".

and the right person will take the initiative to find you? The answer is no, our first action is to change from passive recruitment to active attack, hit the snake seven inches, and we will hit the target at once!

1. Entrepreneurs search for talents through their personal connections

2. Acquaintance recommendation is the most effective way to search for talents

3. All employees are recruited-everyone is a hunter

4. Campus recruitment activates the hematopoietic function of the organization

5. List hunting is the most active way to search for talents

Second move? Know yourself and yourself

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If you are passive, the "right person" will definitely not come. If you take the initiative, will the "right person" come?

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I like the words of teacher Xu Haofeng, the screenwriter of Grandmaster: There will always be two kinds of people in this world, one is huang huo, who stays where nothing grows, decays and destroys himself. One is like a beast, where it passes, the water is full of soil and fertilizer, and birds are singing and flowers are fragrant.

when we are looking for someone, we have been trying to find the latter. But how to judge?

Especially since most of your candidates are strangers, you have to judge whether they can be your subordinates. Presumably, you have to build a portrait for them in your mind.

We always remind ourselves repeatedly not to judge a person on the basis of first impressions, but it seems that it is difficult to do it. When we were very young, the way to judge a person was very simple. He likes purple as much as I do or he is my deskmate, so these people are my friends. But as we grow up, as adults, we are still easy to fall into the trap of simple judgment.

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only when you graduate from a prestigious school can you be more capable?

some working women are not suitable?

you must do something to be good at it?

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But this is not the case. Education background, gender, and work experience ...... can't really tell whether a person is good enough or not. What you are looking for is the characteristics hidden under the iceberg, which can stimulate a person's endless possibilities.

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since the quality under the iceberg is more worth looking for, can we completely give up the ability on the iceberg?

Of course not. Relaxing on the iceberg does not mean giving up on the iceberg. We should follow the principle of "four don't let go":

As the first criterion of "the right person", how should we tap the potential? Here, I'd like to introduce you to a useful method, * * * creating an eight-step imaging method:

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the third measure? Learn, learn

If the first two moves are successful, you can really learn on the battlefield. Layers of passes, layers of breaches.

as we all know, the battlefield of "interview" is filled with smoke, and it is difficult to tell a candidate "wearing camouflage clothes"? "Tactical perfection" is hard to break? "fully prepared" to cross the sea?

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good soldiers don't fight unprepared battles. After all, most people don't have genius-like flashes, and we should constantly polish our tactics. Here, we will summarize a useful battlefield weapon-accurately selecting six passes.

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level one: ask questions accurately

OBER rule

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Give some examples to give you a feeling:

-Please tell me a real example of yourself. You set a goal for yourself and achieved it through hard work.

-please give an example to show that you made an in-depth analysis of a problem, reached a correct conclusion and took effective actions.

-in your past experience, please introduce an example of specific difficulties and challenges that you faced and solved and surmounted through your efforts?

.......

From these examples, you can probably see some rules. The formula of accurate question = "you"+most needed scenario+expected result+example

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People will take it for granted that the candidate must know that he is asking himself, but if we ask "you/your company" incorrectly instead of "you" as a whole, his answer is likely to be more biased towards the majority, or an ideal one in his mind.

Therefore, we should use the "you" questioning method to separate the candidate's ability and success from the achievements of the enterprise (project) or team, otherwise, the information we get will only be the "halo" that hangs over the candidate's head and belongs to the enterprise.

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During the interview, interviewers often ask questions in general scenarios, such as "Please share a thing that you have succeeded in the past". Everyone has a different understanding of success, and there are many successful cases in the past. It is often difficult for candidates to be brought into the real scene, and it is often difficult to judge the quality items to be investigated when they pick up an example that they think is fairly successful. Generally, the quality is easy to show in the most needed scenario.

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The purpose of investigating the quality under the iceberg is to judge the behavior of the candidate in the same scenario in the future and the results that will be produced. According to the general thinking inertia, we expect this result to be satisfactory, for example, completing the task well, achieving challenging goals, and completing seemingly impossible tasks. Therefore, it is more accurate and effective to ask questions that directly express the expected results.

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a person's successful behavior in the past is the best basis for predicting his future success.

Only by letting the candidate answer questions with examples can he jump out of his own cognition, perfect plan, firm determination and subjective judgment. What we need to examine is whether he has really done it and whether it is reflected in his behavior, rather than his romantic vision.

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the second level: in-depth questioning

"star" structured questioning technology

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Questioning skill 1: Pay attention to behavior and ask "A" more than his will, determination and plan

Questioning skill 2: Investigate yourself and ask "You" more than his team and company

Questioning skill 3: Tell me what I need, and be diligent in controlling the field, not what the candidate wants to say

Questioning skill 4: Choose excellent, choose having.

the third level: personality assessment

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Personality assessment is generally used as an auxiliary tool to effectively balance various subjective deviations in the recruitment process and help interviewers make more objective and comprehensive judgments. Through the use of evaluation tools for many years, Derui found that the evaluation based on the Big Five personality theory, supplemented by the unique report interpretation technology, can further ensure the accuracy of judging the personality characteristics of candidates.

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the fourth level: intuitive verification

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The "right person" is the right person, not necessarily the person with strong ability. In other words, we are looking for talents who are consistent with the three views of the enterprise.

In the recruitment process, Alibaba has set up a special role "Smell Officer", usually held by an old Ali, like a senior employee or partner. They don't talk about majors, let alone values, but chat, and the only criterion is whether they talk or not? Does it taste the same? If the taste is wrong, the words are not speculative, and naturally they cannot pass; If you can talk, it is "tonality" to taste, which can be considered as a formal interview.

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Therefore, in the long road of enterprise development, the ability can be cultivated and the path can be adjusted, but the team must be people in the same road, and they can fight back-to-back and face-to-face. The thinking of "smelling the taste" may not help us to select the right person, but it will certainly shut out the wrong person.

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in addition, if a person is reliable, his intuition is probably not much worse, and we can also test the candidates in reverse.

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level 5: background check

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Research shows that people instinctively think that they are better than their performance in reality. In the interview, candidates will also whitewash themselves more or less. In order to minimize the adverse effects of candidates whitewashing themselves, background investigation can build the last firewall before joining the job, which will greatly reduce the risk of selecting candidates.

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Eight questions at the core of background investigation

Level 6: Trial investigation

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After five passes and six generals are cut off, candidates come to the company, but this is not a sign to measure the success of talent recruitment. It is the end of the recruitment process to be able to pass the probation period and integrate into the enterprise to create value. For the employees on probation, we should always give high care and meticulous training, and at the same time, we should also make strict and careful inspection, inspection in training and inspection.

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summary

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the best time to plant a tree is ten years ago, followed by now. In fact, many times the fate of life is not determined by the environment, but by the moment of thinking.

So, in this era full of uncertain development, it seems that everything is built on quicksand, and what we can do is to replace it with "disorder of subject action" and "complexity of social relations".

I hope all entrepreneurs can take action from now on, find the "right person" and create brand-new value together!

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