The reason is that you have found your location.

The reason is that you have found your location.

Wu Yu

Taiyan Network Studio

 

Discuss with new recruitment specialists about how to recruit people.

 

Previous recruitment should be said to be less rigorous. Basically, the recruitment advertisement is sent online, and the submitted Resume is sent to the HR mailbox, and HR then forwards the email to the Technical Department. The Technical Department is responsible for technical assessment. After passing the examination, HR will examine the professional quality issues. After the salary is settled, the entire process is basically completed.

This process is generally not a problem, but I was disappointed twice. One isTwo of my favored candidates wereHRNo, the reason is that these two people just want to use this application as a stepping stone.And does not really want to stay. HR tends to think that such candidates will leave the company around the first half of the year. I do not agree with HR, although I understand that HR must have relevant reasons. My understanding of this issue is,A rational candidate has a three-month trial period and three more months. Then, he chooses to leave without any decent benefits to himself..

I am not satisfied with the salary problem. The company stipulates that the employer Department cannot talk about salary, so I basically avoided it when recruiting. However, the fact is that HR's salary judgment will be inconsistent with that of the employing department, which leads to the difficulty of the employing department (although it is nominal, the salary is back to back, no one should know how much others earn, but this is definitely not the case ). Once a candidate asked for a salary of KB, I felt that he would be satisfied with his current ability and situation, but in the end, it seems that HR still gave him 9 KB. Another one is that I think we can consider staying for 9 K, but HR only considers giving 8 K, and constantly reminds me that this person may not be in the company for a long time.

An even more outrageous example is that a candidate needs 15 K yuan, and the same is true for HR. At that time, I thought his technology was okay, but he was really the kind of person who didn't want to stay. Because 15 K is not really attractive to that person, he was able to go to a company that is more famous than our company and earn 15 K at that time. Sure enough, the man did not stay, and even left without entry. In fact, the reason for not staying is very simple. He thinks that our company's employment contract is not standard enough and must require our company to improve the employment contract according to his requirements.For a deeper reason, I think he thinks our company is not attractive to him.You know, we are a Nasdaq-listed company, and it will not be a wild path even if it is not perfect. As to why the technology-to-HR personnel can pass through all the wayWe thought he could attract us, But we forgot that we could not attract him..

 

This communication with the recruitment specialist made me realize that there is a big difference between the HR observation points and the employing departments.I prefer to check whether this person is competent enough to play a positive role in my team.I take it for granted that HR should pay more attention to the professional qualities of the candidates, for example, whether they can be good with others, whether they are tolerant, and whether there is any poor quality in the past, is it in line with the company's employment goals.

In fact, I want to be biased. In addition to the above points of view, HR particularly emphasizes whether this person can stay in the company for a long time. When I asked how long it took, she answered at least to finish a project. I will ask again, how long will it take for a project, one month or one year? She smiled and no longer answered.

Actually, I am too self-righteous because I don't know how HR works.PairHRIt is very hard to recruit people. Although it is equally hard for employers to recruit people, the benefits are different.For example, assume that there are two candidates, A and B, who have better abilities, but do not want to stay for a long time. I hope that two years later, I will have a better job; b's ability is generally the same. The longer you want to stay in the company, the better. In HR's view, since both of them meet the recruitment requirements, leaving B meets HR's expectations, because two years later, HR will not have to work so hard to recruit people. But from the perspective of the employing department, things have changed to another way. For example, I would think that although B will stay for a long time, if I want to improve my performance in the future, B will not be able to help me. A is short in time, but as long as it can help me speed up my performance, it is already worth it.

 

Let's go back and discuss why a person chooses to leave or stay.

I have also experienced many companies,From the perspective of the company and its employees, the reason for departure is far different.. The company's perspective is relatively simple, that is, in line with the company's goals, such as future development, long-term or short-term interests. There are many factors to consider for employees, suchPersonal growth, stability, benefits, accounts, close to home, no overtime or business trip, can take care of family membersAnd so on.On the contrary, wages are quite variable..

With my observations on technicians over the years, under the same actual economic benefits (for example, the settlement of accounts is equivalent to a 5 K salary per month, that means the actual salary is equal if the salary is 5 K less than the unit that does not solve the account), or within the acceptable market salary range,The technical staff's main point of view is whether they can find a suitable position in the company.

The company will assign jobs to everyone, but that is not necessarily what the employee expects and is appropriate. An annual salary of 1 million for me to become a CEO can only show that the annual salary is suitable for me, but the position is not suitable for me, at least for now. Therefore, finding a location is actually very important, because finding a location means that it is dispensable. Steve Jobs is important to Apple because Steve Jobs is irreplaceable to Apple. It is better for others than Steve Jobs. Steve Jobs found this position in apple, and both of them were satisfied with each other.

Kai-fu Lee left Microsoft, not where Microsoft does not have him; Kai-fu Lee left Google, not where Google does not have him. A more reasonable explanation is that Lee Kai-fu cannot find his position at Microsoft or Google. Whether at Microsoft or Google, Lee Kai-Fu is not inferior to money, at least not inferior to money.

So, I think,It is still the responsibility of the employing department to leave a person alone.. There is no proper position, and there is no decent loss to the company. It is moral to let people leave. If you don't leave it, there is a problem with the remarkable character. On the other hand, people are not expected to stay in the proper position for a long time. Only people with skin-to-face will live very well without care.

Zhuge Liang chose Liu Bei at that time, not how good the conditions are, but where Zhuge's predecessors can find their position. Chiang Kai-shek has repeatedly said that he envied Mao Zedong to have such a character as Zhou Enlai. But the key to the problem is, can Zhou Enlai find his position under Chiang Kai-shek?

People, you have to find your position is the right path.