Give oneself relaxed for a while, the whole facial expression did not acne, visible management a company is really need extremely strong ability of detoxification. The autumn tiger may soon be frozen to death, the autumn recruitment is nearing the end, many enterprises have not found their own suitable people. Today we talk about the experience of enterprise recruitment.
It’s hard for any business to find the right people, and for this little startup, it’s really worth the effort to hire just one person at a time. This is an era when the right talent can open up new horizons.
Let’s start with the premise that Hoffman, in his book Alliances, describes the emergence of new labor patterns and the gradual evolution of traditional employment relationships into mutual investment partnerships.
Why enterprises find it difficult to recruit the right people, a very important reason is according to the picture of the method, set up posts according to the matter to find the corresponding talent. “Matter-person match”, this is the recruitment strategy of mature enterprises. After the transnational cash balance and profit balance are balanced and the development situation is stable, the enterprise organization will put things before people in the growth process, and set posts according to the situation and match people according to the position. Companies begin to make longer-term strategic trade-offs, which in turn determine what gets done, and what gets done determines who gets hired.
Under such requirements, at the right time and place, the probability of such a candidate matching the employer’s needs is very low, which is the reason why mature enterprises find it difficult to recruit.
For small companies, quick learning and flexibility are more important than strategy and planning. Different from large companies or leading echelon, small companies are more important in terms of adaptability to survive and lack the conditions to develop stable long-term strategies and plans. So how do small companies hire people?
In my opinion, when the small team of small enterprises cannot recruit suitable people for a long time, it is more appropriate to give up the idea of “looking for a steed with its picture” and take the strategy of cultivating talents independently. It is more appropriate to invest in subordinates and set up posts according to people.
Start with the pitfalls of this strategy. It is often seen in the market that the leaders of the employing departments of many companies are not willing to spend money on training their subordinates. The hardest part for them is “leaving after two years of training,” which is true from a loss-aversion perspective.
So why this strategy? There are several reasons:
First of all, enterprises can find corresponding known solutions to known problems in operation by learning, taking appropriate medicine, combining tasks effectively and rationally, sorting out corresponding solutions and “looking for a steed with the picture”, so that it is easy to find suitable people to solve them.
Secondly, startups are faced with many survival challenges. Accurate command from the team leader and effective coordination from the ordered executors cannot be smoothly completed overnight. In the face of unknown challenges, the recruitment strategy that is more suitable for risk is more suitable than the recruitment selection method that focuses on the ability to match the demand perfectly, and the selection method that emphasizes the potential and basic skills. For example, a certain post originally wanted to recruit a person with the ability of a certain three dimensions. According to the idea of post establishment, it might be necessary to find three people with different levels of potential for coordination and training, and set up the post according to their growth.
Moreover, in the market, most department leaders rely on the passive recruitment of HR departments, which is relatively easy, and active recruitment is too tiring. If we set KPI indicators to recruit people, we can only choose the tall among the short. If not recruitment KPI, it can only be delayed, Jiang Taigong fishing, willing to take the bait. Therefore, recruit exactly match enterprise needs special low probability, for an example third-party sources of passive recruitment, put you calculated the success probability of each link, have the resume screening rate, about the interview or the interview, the proportion of the preliminary interview success rate, final interview success rate, the proportion of salary, etc., no matter how much link, It can be very difficult to find the right person among the many applications. Proactive recruitment is a needle in a haystack.
At the end of the day, I think the best people for an organization are the ones they train themselves, not the ones they parachute in from outside. The biggest difference between entrepreneurs and others is that they are losing money to start; The founders are the most respected, and certainly the luckiest, of all, because they have gone through the long, dark valley of losses. Therefore, investment subordinate is also from the loss of the beginning. When there is no money, entrepreneurs start to lose money. That’s why someone ends up as an entrepreneur, someone is a co-founder, not a leader, someone whose best role in life is a professional worker, who can do technical work, career management work very well, but he can’t become an entrepreneur.
Talk about the strategy of cultivating talents in small teams of small enterprises.
Species have two survival strategies. Based on strategy K, breed one or two, each individual is of high quality and has a long life span. Based on R strategy, many, many individuals are bred to obtain the survival probability by the number. Each individual is vulnerable and dies a lot. The reproductive strategies of most organisms fall somewhere in between. Therefore, the same can be said of talent cultivation, whether choosing K or R, or based on both, there are pros and cons.
Small businesses are much like the creatures that choose Strategy R, with numerous natural enemies and harsh environment. Generally speaking, small enterprises at the bottom of the industry, R strategy will be more appropriate. It depends on the quality of the energy available. The lower down the food chain, the more easily sunlight and rain condense, but it is too dispersed; But the higher up the food chain you go, the less you can directly convert resources, and the more time you have to concentrate on finding them.
When choosing strategy R, the whole team should have a consensus that success is a low probability event and failure is a high probability event. If you can’t accept that, you can’t overcome loss aversion. Trainers regard themselves as bole, trainees regard themselves as a potential dark horse, mutual trust, mutual stimulation, mutual investment, which is very critical. As the saying goes, teaching and learning is also the truth.
Choose to set up posts and cultivate subordinates. The most important thing is to dig out the inner energy of subordinates. People even if only a point will think highly of their own, unless min everyone, the existence of most talent, is to make a difference. You need to answer a very fundamental question, which is, what’s the difference between a world with you and a world without you? This is the sense of existence that a person pursues. Based on the thinking and pursuit of existence, a person constructs his own ability circle, resource circle and role circle. Therefore, presence is the most critical core to cultivate subordinates. Find the meaning of individual existence, give full play to, according to different characteristics of different people do mining and cultivation, over time, can become climate.
Another point is that K-R strategy is only relatively speaking, just like beauty and ugliness. When ugliness disappears, beauty does not exist. It is also the same in the market. However, R chooses this reproductive strategy has a disadvantage, that is, the consumption of resources is very large and scattered, so attention should be paid to timely optimization of the strategy. Start with strategy R, and when the environment stabilizes and R’s advantage weakens, you can gradually transition to strategy K.
Andy
Founder and CEO of Reed Technology
Reed Technology – Guangzhou professional software outsourcing service company
We provide professional services such as wechat mini program, APP application research and development, UI design, etc. We focus on Internet product consulting, brand design, technology research and development and other fields
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