Five Lines Of Successful Recruitment

The five line is the great invention of the Orient to understand the world. It concludes the world into five elements, each of which has distinct personality and independent nature.

Therefore, the five elements are mutually pformed and mutually restrained.

Between them, water and wood, wood, fire, earth, earth, gold and water create a virtuous cycle of interdependence.

In addition, there is a restriction cycle. Jin Kemu, Mu Ke soil, earth, water, water, fire, fire, gold.

This is a cycle of mutual restriction.

Like the five zang organs of the human body, any organ problem will produce chain reaction.

First, the golden Law: attract talents with good reputation.

Let business reputation in

Public relations have two basic elements: popularity and reputation.

However, popularity can not attract talents, but can only expand the attention of talents.

Reputation is good reputation, good word of mouth is magnet, can attract talent.

Here we have to mention a historical figure, Cao Cao, the real Cao Cao of the Three Kingdoms era. He is neither a traitor nor a fool, but an outstanding revolutionist, strategist, and litterateur, praising the world.

His short song line can be regarded as an excellent recruitment revelation.

How many heroes are moving.

On the contrary, some enterprises are also going to the talent market, recruiting advertisements are also playing. Headhunting companies are looking for them, but there are always no suitable talents. Why?

The way to build a reputation is based on sincerity.

Two, wood law: talent

We have said that good reputation attracts talents, but how can new enterprises or "former criminal" enterprises attract talents?

Talent attracts talents.

This truth is just like the Matthew effect: if there is any, it will be more; if anything is absent, some even have to be stripped.

The same is true for talented people. There are still many talented people willing to go to places where talents are abundant.

Therefore, if we want to attract talents, we sometimes need to build up a few talents. After all, talents will attract talents better.

Liangshan has timely rain Song Jiang, such a talent, more talents have to rush to the market, saying that one hundred single eight will be; Sun Zhongshan has Huang Xing, Song Jiaoren and other talents, only to attract so many people.

Of course, it's not just recruitment, it's the same for people.

When a person comes to you, he finds that the salary and the humane environment are very general. There is nothing particularly prominent in his mind. His mind will send out an infinite sense of disappointment. Even if there is a setback, he will have the idea of leaving. But if you have one or several "Talents", people who want to go will think that people with ability will be here. It seems that the enterprise is still developing and attractive, but I do not really understand it. Then he will be very committed to doing things.

At the very least, he thought that he could learn a lot from talents.

Of course, if an enterprise or a department is a group of mediocrity, even if the talent comes, it will be scared away.

The basic principle of wood law is to plant big trees first.

Three, the water law: the establishment of talent water, let some people.

If there is no "mobility", there will be "mobility".

Those real talents will flow out.

"Mobility" is a mechanism. It is a mechanism of talent replacement under the ability of the able, the mediocre and the flat.

Only when there is flow can there be pressure and pressure to drive.

There are three death lines in talent management, one of which is less than 2% of employee turnover.

The key to keeping the talented people alive is the mechanism, which is high and low. The water that is flat in a bowl of water is stagnant water.

Four, Fire Law: talent network construction.

People first think that people are the most important, but most enterprises only have marketing network, but few have network of talents.

This reflects the emptiness and backwardness of human resources work, resulting in the lack of recruitment and the running away.

Only by taking relevant talents as resources can we establish an effective talent network so as to maximize the operation of social resources.

We usually know that the talent market is only suitable for some talents, and some of the talents we are looking for are often not fully met in the job market.

Therefore, he is only one aspect of the enterprise talent network, and can not replace the enterprise's talent network construction.

Enterprises should extend their talents Network tentacles to the greatest extent according to their abilities, extending to large and small media, various facets of associations, clubs, intermediaries and headhunting companies, party and government offices, ministries and commissions, bureaus, etc.

The specific ways to extend the antenna of the talent network include industry periodicals, intercompany meetings, informal associations, seminars and seminars, fellow townships, business lists, telephone contacts and electronic networks.

Five, the local law: look at the news and ask for a quick answer.

Some managers are busy all day, digging the river artificially - creating problems and solving problems, and consolidating their position with their own abilities.

There are so many people. How do we tell?

Zhu Geliang talked about the "six points of view": "asking the right and wrong, and observing its ambition; consulting it with strategies and observing its knowledge; telling it to be difficult, and observing its courage; being drunk with wine and observing its nature; being interested in it, and observing its integrity; and looking at its belief in the end."

Zhu Geliang's method seems slightly complicated today, and is simpler and faster.

Although this is a commonly used method of TCM treatment, the effect of seeing people is also classic.

Hope to see who he is close to.

Smell -- know this person from other people's mouth.

Ask -- face to face inquiring about the idea of speaking

Cut -- actually inspect its practical ability.

Of course, there are different standards for different jobs. For example, the most important thing for managers is learning and surpassing. The most important trait of business people is self-confidence and persistence. What I value most is the rigor and steadfast.