Reading notes-partners: How to discover high potential talent

The English name of the book is it's not the "how" or the "who, more straightforward than the Chinese name, directly highlighting the importance of talent."
This book is a executive Executive search company executives summary, a total of 45 pieces slightly scattered, according to 6 sections divided chapters, covering the selection, evaluation, training, team, the community of several dimensions.
The 4th of the book's familiar demons says that choosing a successor CEO has greater uncertainty about the outcome than the outside, and may be very good or poor. The reason is that because of familiarity, it is easy to neglect the role of grooming and careful evaluation of the ability to insist on the internal selection of executives from the concept of good complementarity. The following 5th and 6 mentions that the standard in advance is not easy for each other charm and planning to avoid the decision-making fatigue, which are excellent practical experience.
The 11th talent Assessment error rate and 12 recruiting teams gave good advice on how to get the job done, which is a big gain I've never thought of before. At the same time these really can be in the company recruitment implementation of the way, quite good, to strive to form a "vice God" instead of "monkey" recruitment team!
The 29th part of the reward to stimulate the internal impetus, this statement and I think the same, not full remuneration will seriously discourage enthusiasm, but the extra pay does not produce much effect, but also can not make incompetent people become competent, or to first select and re-cultivate, not blind.
The 31st of the star of the gathering, from the efficiency, balance, coordination, elasticity, vitality, open 6 angles to assess the team, this is very useful, you can try it in their own department.

Reading notes-partners: How to discover high potential talent