Hunting online xin Xiao Butterfly: Due to SARS and Headhunting Association this industry is very backward

Two days ago I shared a small story with a small partner. A newspaper recruitment reporter, the interviewer to the door, the security guards don't let him into, he called HR said security not let into how to do. The chief editor said, let him come in, no way in the people can not be a journalist. Later, most of the interview members came in, the chief editor according to the characteristics they come in to branch, reason came in to do a commentator; The wall came in to do the paparazzi, Ruanmoyingpao came in to do the officialdom reporter, and the way to the end of the security PK off. After I graduated from college in 2003, I went straight to headhunting. I am studying economic law, I would like to be a lawyer, also have a very good position, but that year SARS, they holiday, headhunting company to do the service industry people do not have a holiday. I was curious to see a search company's recruitment ads went, suddenly fell in love with the job. I spent 21 months to help the boss to do more than 3 million yuan performance, so he came out of his own business as a headhunting company. I love this industry very much, and the business partners around me are inseparable from us. They are confused about where to find someone, how to attract people, how to screen people, and so on. Usually the candidate has explained the hardware conditions such as experience and skills on his resume--it's a thing of the image. As an internet entrepreneur, have you considered the hidden quality of job seekers below sea level during the past recruitment process? If your answer is no, or if you think it's just a question that recruiters should think about, it's almost certain that hiring has become a problem in the company you created yourself. What is beneath the water is personality and values, and it is vital that his values reach a consensus with the team. A variety of recruitment practices that do not take into account the personality and values of job seekers will have the same consequences, that is, spending a lot of time, money, and resources to recruit an employee who is ultimately unsuitable. This inappropriate "is often manifested gradually in a process, and when management finally discovers that the employee is unsuitable, it is often difficult to explain it clearly, so it is natural to blame the lack of adequate talent in the talent market, which is the industry's usual complaint of recruiting. Here are some questions to consider before we recruit: who is he? From where? Where to? Although the industry looks tall, it is actually very backward. In fact, at the beginning of our recruitment platform is aimed at large enterprises, such as Ali, Tencent, to Where, Wanda, Vanke and so on. They need us because we can bring together headhunters from all over the country on the platform and classify them to help them with the recruitment management Service. IDG Capital also sees the value of our business model and invests us. Later, the companies they had voted for us to help, and I asked one of the founders, "You've all got the capital, and you're worried about not finding the talent?" He said you do headhunting, want to dig who dug who, although we got the capital, but do not know the right people how to find, do not know who can help us to dig. Sometimes even if someone gives you referrals, how do you identify the screening? I alsoWill encounter similar problems, such as I now do the platform to recruit the Internet, there will be many large companies out of the people to join our team, but not necessarily landing. When he came in, he told me what Sina had done, but maybe what he said did not apply to this stage of the company. This is the problem that we will encounter. When our brand influence is big enough, perhaps a lot of talents will come to us. But what about the startups we just grew up with? There is no perfect individual, only a perfect team, but the team needs a process. The first is the military commission and the commissar. In fact, I started to build a team also has been painful things. Because a lot of members are boys, I am relatively strong. Our Sales director is a highly operational person. He once talked to me and said that even if I didn't do it right, or if I didn't finish a goal, could you speak to me gently and gently? I can hear it. I'm a little overwhelmed with you being so direct. Because someone is my commissar, I feel that I am a lot more gentle now. So you can't sing solo, authority is not by stimulating words to speak out, but again and again tactical, strategic choice proved, and then there must be someone to cooperate. In fact, the role of the Commissar is not necessarily an HR, any one function of the people can. The most important thing is the person he is good at communication, he has empathy, he is willing to create a positive and positive corporate culture of the team. Second, the single fight and the strategist. Our team has a BD department of the people are very dedicated, he is good at interpersonal communication, Wanda, Vanke's eldest brother after communication all trust him. But there were problems with him, and whenever his team had more than three members, someone was leaving. Our little friend was terrified and felt that the company could not keep people. In fact, no other departments have this problem. Later I told him: "You are still more suitable for singles alone, the single fight does not mean that your level will decline, make strategic decisions which have a lot of people." In other words, some people are good at singles alone, others are good at plotting. Third, the Ldea and the performer. This is one of my training teacher told me, they give a very big internet company to do the test, the earliest 30 people's half is Ldea ", Ldea is everyone brainstorming, but each other who also defy, no one landed." Later they tested the characteristics of these people, some people are more creative, and some people, although not many ideas, but it is clear that he can help landing. Some big companies do early projects that need to bring together good ideas and ideas, and this is Ldea critical. The idea is clear and it needs to be implemented. Each person executes the weight label is different, can do a test, to the landing stage, the execution of strong people stay. So you have to constantly understand what stage the company is in, what kind of people the project needs, who is good at thinking and who is good at doing it. I don't think anyone can do it. Four, the spur and the rallying. For instance. During the meeting, someone asked when the project was on line, some people said that the end of July will be online. Then the spur appeared: please give me a day, in the endIs it July 30 or 31st? So the participants are not blurred. Sometimes the performer will feel, anyway, the end of the landing I stared, but we said the details determine success or failure, if not clear, the team did not this awareness, the atmosphere, is 29th, 30th or 31st, three days on the line, the user will be a lot worse. So the company needs a spur. The spur is to smoke others, it will make people feel uncomfortable, then you need to rally. Most of the time, you can't turn the conflict between you and one of your team's founders into a war between the two of you, and let the team transform him. Finally, diplomats and professional teachers. The CEO should be a good diplomat and find a lot of people to help you get to the ground. How to bring the team's results to market, this is very important. Finally share with you how to find someone. First, tell HR to set up their own network circle, to participate in the meetings between the HR. Maybe you can't get to know ebay directly, maybe you can't directly know Ali's people, HR party there, so you have to let him in his side of the network. Second, launch internal recommendations. Since he is the person you want, his former team should have someone you want. If our little friends recommend the people around us, we will give a small gift and a little note to thank him. In addition, when the company developed to the medium term, internal colleagues recommend new recruits, you can consider the bonus, to 1000, 2000 or 10,000, you can set yourself, the market has a lot of references. Third, the traditional recruitment site. Recruitment channels also need to be categorized, if you think I'm not in a hurry to recruit, can find a colleague to recommend; If a bit urgent, but it seems that the market is still more mainstream, traditional recruitment can try; if it is urgent, but not the senior level, perhaps you can put a little less money, if the position is important and urgent to recruit, Need a headhunter to serve you, and to be more confidential, only a few headhunters for your focus on the search, and ultimately charge for the results. There is no perfect person in the world, but you can build a perfect team. This team should be like a sponge, can absorb each other, mutual tolerance.