Recruitment: Find the right one, not the best one

Yousheng, a leader in Ningbo’s grassroots e-commerce, independently operates 12 Tmall stores, with sales of 86 million in 2013 and sales of 10 million in Double 11 in 2014.

At the regular e-commerce meeting of Laogao Crown Club, Deputy General Manager Huang Jianrong and Mr. Huang shared several experiences in corporate recruitment, which are worth studying.

The following is a selection of full texts:

All the roots lies in yourself. You may face increase or decrease in employees after the Chinese New Year. How can we find the employees we need? How to find a real master under the e-commerce bubble?

Find the right one, not the best one

In our company's recruitment and employment, in the process of becoming regularized, we are doing the process of making up for the failure, preventing problems and preparing for the future. So how should we recruit people? Before recruiting, you must first understand what kind of people you are looking for, and how do you position what kind of people you are suitable for?

Is it the right person or the best person? You should find the right person. The first point of finding the right person should be like-minded, the second point is just right, the third point is like fish in water, and the fourth point is multiplication effect. There are several problems when finding the best person. The first is that the difference is different and the other is that the hero is useless, and the third is that the wolf enters the house. People often encounter some problems, such as when our company encounters some problems, should one of them be airborne? But is the Airborne really suitable for your company? Are you ready to let him manage your company? If you are not ready, I advise you not to do it, it will backfire.

What is the most expensive thing in the 21st century? He is a mediocre person. Because it cannot create more value for you. Talent is not expensive, as long as it can create value for your company, it is worth it.

Three questions you need to think about before recruiting

First, do you really have a vacant position, do it meet the company's vision, and whether the company's development is enough to support a new employee.

Second, do you understand the skills and talents of existing employees and have you played their role correctly?

Third, have you tried various other methods that can satisfy human resources?

Don’t recruit too many people, use the best of your money, otherwise you will waste a lot of resources and money. Recruit people when you really need it. When your per capita production capacity is very high, you can only recruit people when you really need them.

How to find the right talent?

So what kind of people do you want to recruit? You need to understand the style of your team and then do the preliminary work. Everyone is basically recruiting online, but you will find that your interview cost is very high. If you don’t keep a close eye before the interview, you will waste a lot of resources. Recruitment solves the root cause problems, and many problems must be eliminated before the root cause.

Let me tell you how to find your feelings in your resume. The first one is the date of birth. You can understand his age and assign his position according to his age. The second is blood type, which will affect personality, the third is political appearance, the fourth is height and weight, the fifth is marital status, the sixth is household registration and commuting place, which is more stable, the seventh is knowledge and knowledge, and the eighth is whether there are any incoherent events in work experience.

Next is data. Data is what experience he has had, whether he is motivated, whether he has continued to work in a position, and whether he has improved the company's performance. Career certification can be used to see if he works hard and whether he has done some extra learning. The training experience depends on whether he has experienced some training and whether he has such skills. Are you currently on the job, whether you are willing to work overtime, description of your characteristics, etc. The first point of overtime people is that they love work, and the second point is that they have not completed the task. Then I will consider whether to use such people. Whether he has a clear understanding of his own self.

Prove people, social activities, sports, hobbies, whether they are neatly handwriting, posting photos, etc. So what information can these four points convey? It proves the authenticity of the resume. The resume must be detailed. Prove people's filling in will show the person's work ability and confidence. Through social activities, exercise, and hobbies, we can understand his personality. Whether his handwriting is neat, it can tell whether he respects and is serious about this job.

How to develop a golden eye during interview

When you develop a sharp eye during the interview, you need to understand the person's characteristics and abilities and whether he can be competent for the job through grasping the information and his body language during the interview. I divide it into four aspects: looking, hearing, asking, and touching. Looking is looking at its complexion, looking at its appearance, listening to its conversation, and wishing to hear it in detail. Asking from shallow to deep, running in a long and moderate manner, touching is to get to the topic and find the right key. The first point is to see his appearance, expression, personality, and health, and to see his personality based on his words, behavior, and clothing. A person's eyes can show his physical condition. A person like you who dare not look directly at you is not useful.

The second is hearing, which is divided into three aspects: logical level, verbal expression, and subtle actions. I will ask a question every time I interview, please describe your experience and feelings from going out to here. From this question, I will look at these three aspects. Remember to ask you to talk less during the interview and he will say more.

The third question is divided into three aspects: friendship situation, study process, and career preferences. The three aspects are asked to see what kind of person he is, rather than what skills he has. If he is right, everything will be right. The greater the ability, the stronger the negative effect will be. Talents of different forms can see his professional positioning.

The fourth one is to talk about the two points of evaluation tools and structured interviews. Through the evaluation tools, you will save a lot of time. I recommend asking questions and evaluations to everyone. After each interview, I will ask them a question. There is a man who is facing his girlfriend across the sea. His name is N and his girlfriend is F. Time passes. His longing for her girlfriend increases. He wants to see her girlfriend. He must have a ferry when he goes to see her. There are two boatmen, one is L. N told him that I want to cross the river. L was attracted by his words and demeanor. She likes N and asked N to cross the river but break up with her girlfriend. The other boatman S also likes him, but asked him to have a night's happiness with her, and then you can cross the river. Later he chose S and crossed the river to see his girlfriend. Later, when his girlfriend found out about this, F was very angry and asked to break up. But N could not return to the other side, so he could only work on this small island. Later, he met his colleague E. Later, he fell in love over time. N told E everything. E said that the previous things were the previous ones, and what I want is your present and future. N was very happy and lived a beautiful life with E. He was then asked to sort these people from good to bad. N represents money, F represents family, S represents nature, L represents love, and E represents career. According to its sort, we can see what he values ​​the most.

How to attract talent?

The following is to distinguish right from wrong. After your resume has been screened and you have a basic understanding, how to present the final result, how to attract him, and why you don’t need him. It is divided into three aspects. The first is love at first sight, the second is consenting and the third is two-minded. Every interview is a blind date process. Don’t be deceived by love at first sight. The first impression will leave a very big impression on you. The first and last ones will lead to a deviation in the feeling. The halo effect means that one aspect of it is particularly prominent and blocks other shortcomings, so you must make scientific judgments and recruit the right people. When you are sure that he is the person you want, you need to attract him, create dreams for him, and give him a platform to play. How to avoid the other party being half-hearted? You have to open your arms and tell him that you need him. He will be moved by you and you will be able to be determined to be in three lives. Don’t delay working hours too long, there must be a certain time. After you determine the time, you have to call him three times. The first is to tell him that the interview is successful, the second is to ask him when he can come to work, and the third is to ask him if he has any needs on the first day of work, and you have to give him enough care.

The backbone of all problems is sincerity. Sincerity can impress and infect the other party. As long as you are sincere, you can gain better. Every problem is integrated with each other, and you can succeed by grasping a point that remains unchanged. You can attract the kind of people you are.

Q&A session

Member 1: We encountered a problem. Our company has been working in three years and has not found a suitable talent. Because we want to expand, there are relatively few local talents, but recruiting people from Guangzhou is very expensive and I don’t know what to do.

Mr. Huang: If you are a talent, you don’t have to worry about the high cost, because he will give you greater rewards. As long as you help the talent solve every problem, your gains will be great. If you really want to expand, you have to consider your labor costs.

Member 2: One of our artists suddenly wants to resign and don’t know what to do.

Mr. Huang: This involves salary distribution. When his performance value is greater than his job value, he will lose it. You may need to set up some ladder compensation to get to a level how much you can increase. You need to understand his needs, communicate with him intimately, and solve his problems.

Member 3: I am quite satisfied with an employee's interview, but after joining the company, I find that he is not suitable for this job for a while, so how can I sack him smoothly?

Mr. Huang: If an employee is proven to be unqualified during the probation period, he or she can be fired, but you should pay attention to the method. If you have any questions, you can conduct an assessment. If you fail the assessment, you can tell him by email. We must communicate with him in a sincere way.

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