The five elements are the great invention of the Oriental people to understand the world, it summarizes everything in the world into five elements, each with a distinctive character, with an independent nature of the image and law. As a result, the five elements are transformed and restrained by each other. Between them, water begets wood, wood begets fire, fire begets earth, earth begets gold, and gold begets water, completing a virtuous cycle of mutual dependence. In addition to this, there is also a cycle of constraints that are mutually restrained, with gold restraining wood, wood restraining earth, earth restraining water, water restraining fire, and fire restraining gold. This is a cycle of mutual constraints. Just like the five organs of a human being, a problem with any one of the organs will produce a chain reaction.
Seven steps to establish a company's recruitment system: First, the golden method: use reputation to attract talent. Let corporate reputation radiate at the tip of the pyramid.
Public **** relationship has two of the most basic elements: visibility and reputation. But visibility can not attract talent, only expand the attention of talent. Reputation is to have a good reputation, and a good reputation is a magnet that attracts talent.
Here we have to mention a historical figure Cao Cao, the real Cao Cao of the Three Kingdoms era, is not a traitor or a fool, but an outstanding revolutionary, militarist, and literary scholar, which is praised by the world. His "Short Songs of Songs" can be seen as an excellent recruitment revelation, with the line "But for the sake of the king, I have been meditating to this day." Let how many heroes and heroines quietly moved.
Two, wood law: talent attracts talent, that is, a fence three pile effect.
We said, reputation attracts talent, but how to attract talent to a new business or a business that has a "history"? Good to do. Talent attracts talent. This reasoning is like the Matthew effect: where there is, call it more; where there is no, even have to be stripped. Talent is also the case, the abundance of talent where there are many talented people willing to go, the lack of talent in the place, on the contrary, no talent to go. Therefore, in order to attract talent, sometimes you have to first tree up a few talent flag, after all, there are talented people will be better to attract talent.
Shui Po Liangshan has a timely rain Song Jiang such talent, more talent before they have to defect, said one hundred single eight generals; Sun Yat-sen has Huang Xing, Song Jiaoren and some other talents, only to attract so many people.
Of course, not only recruitment, retention is the same. Talent to you there, found that the salary and treatment, the humanities environment are general, nothing special outstanding, the heart will send out unlimited frustration, and even a setback will have the idea of leaving, but if you have a "talent" or several, in the down-to-earth work, want to leave the people will want, then capable people will be here, it seems that the enterprise is still a development and a good chance of success. This business is still growing and attractive, but I just don't really understand it! Then, he will be very involved in doing things. At the very least, he thinks he can learn a lot from talented people. Of course, if the enterprise or department is full of a bunch of mediocre talents, then even if the talents come, they will be scared away.
The basic principle of the wood method is to plant the big tree first.
Three, the water method: the establishment of talent living water, so that some of the people flow.
If there is no "flow" there is really a "flow". Those who are really talented will flow out. "Flow" is a mechanism, is a capable on, mediocre down, equal to let the talent turnover mechanism. There is only flow pressure, there is pressure to have power. Talent management has three death lines, one of which is the staff turnover rate of less than 2%. The key to maintaining the method of talent living water in the mechanism, lies in the high and low, a bowl of water to level the water is stagnant water, equal treatment of people is stiff people.
Four, fire method: talent network construction.
People-oriented, that people are the most important, but the majority of enterprises only see a marketing network, but few talent network. This reflects the emptiness and backwardness of the human resources work, the result is the natural formation of the lack of people can not be recruited, recruited and ran out of the situation. Only by treating socially relevant talents as resources can we establish an effective talent network and maximize the operation of social resources.
We usually understand that the talent market is only suitable for some of the talent, companies want to find some of the talent to the talent market is often not fully satisfied. Therefore, he is only one aspect of the enterprise talent network, and can not replace the enterprise talent network construction.
Enterprises should be based on their own ability to maximize the extension of their own talent network tentacles, extended to large and small media, all aspects of the Association, clubs, intermediaries and headhunters, party and government agencies, commissions and bureaus. Talent network tentacles to extend the specific ways of industry journals, industry gatherings, informal networking, roster of speakers seminars, hometown associations, industrial and commercial rosters, telephone contacts and electronic networks.
Fifth, the earth method: look and smell, simple and rapid way to identify talent.
Guge Liang said "six views": "Asked by the right and wrong, and look at its will; consulting with the scheme, and look at its knowledge; told by the difficult, and look at its courage; drunkenness to wine, and look at its nature; Pro to profit, and look at its honesty; period of time, and look at its letter." Zhuge Liang's approach in today's view is slightly complicated, more simple and rapid is to look and smell the method. This is although Chinese medicine is a common way to see the disease, look at the person's effect is equally classic.
Sniffing -- from the mouth of others to understand the person
Questions -- face to face inquiries about speech and thought
Cutting -- the actual examination of their hands
This method is also known as the "look, smell and cut" method. p>
Of course, different positions to have different standards, let's say that the managers I value the most is to learn and beyond, business personnel I value the most traits is confident and persistent, administrative staff I value the most is rigorous and down-to-earth.