Due to the lack of work experience, fresh college students have no actual work performance for reference. What kind of talents are suitable for enterprises? In addition, the post-80s college students are very different from the former young people. They are full of energy, active in thinking and aggressive, but they seem to lack some tenacity and hard-working spirit. Then, from what aspects do we select post-80 s college students to become the most suitable new force for enterprises? This is the primary problem faced by human resources managers in various institutions when recruiting fresh college students.
First of all, enterprise managers and human resources departments should be clear that different styles of organizational culture have different requirements for people's quality, and different positions have different requirements for people's quality. Some enterprises advocate being brave in innovation and taking risks; Moreover, some enterprises advocate rigor and follow norms. Only the matching of people and organizational culture can let the right talents enter the right enterprise and make the greatest contribution to the enterprise.
Secondly, different positions have different requirements for people. For example,
Sales positions require higher openness, communication skills and initiative; Financial positions will have higher requirements in terms of digital sensitivity, rigor and principle. Therefore, every institution should have a preliminary definition of the future training direction of college students before campus recruitment, and then combine the culture of the institution to select candidates accurately and effectively. This is the most important step in recruiting and selecting talents.
Although different posts have different requirements for people, there are some similarities between different posts and the requirements for people's quality are the same. Some basic abilities can help college students get better job performance in different jobs. College students with good basic ability are favored by enterprises. Competency is the combination of knowledge, skills, abilities and characteristics that an individual needs to successfully complete a task. The basic ability and quality is the basis to help college students achieve career success.
Combined with the author's previous research and practical experience, we find that all college students with comprehensive and balanced development of brain power, attitude and interpersonal skills can adapt to the future work more quickly and achieve excellent results. The map model constructed by the author: M (mental ability) brain power is a person's ability to process information, that is, the process of analyzing information and making judgments. An attitude is a person's basic understanding of life, work and occupation. P(People skill) interpersonal skill is the ability that a person shows when interacting with others in his work and life. Specifically, in terms of brain power, attitude and interpersonal skills, college students with great potential should have six abilities or qualities.
The meaning of the map model is shown in the following table:
MAP model of psychological ability, attitude, interpersonal skills, psychological attitude, interpersonal skills and high potential college students The meaning of MAP model is shown in the following table:
Specifically, in terms of brain power, attitude and interpersonal skills, college students with great potential should have six abilities or qualities.
Mental attitude, interpersonal skills, learning ability, adaptability, initiative, responsibility and adaptability, team spirit, learning ability: learning ability refers to a person's ability to observe and participate in new experiences, integrate new knowledge into existing knowledge, and thus change the existing knowledge structure. What is emphasized here is the process of acquiring new knowledge.
Learning ability is the basic quality for college students to adapt to the professional environment and improve their professional skills. A large network company pays special attention to the learning ability of candidates when recruiting. Statistics of its sales posts show that the sales performance of employees with excellent learning ability after one year is more than three times that of employees with average learning ability.
Adaptability: Adaptability refers to a person's preparation psychology in the face of complex social environment and his ability to bear and utilize resources after entering the environment. Generally speaking, it is the ability of college students to adapt to the new environment and use working resources after entering the new working environment. Adapting to the new environment is a prerequisite for a person to carry out his work effectively. The faster you integrate into the environment, the more resources you use, and the greater the possibility of achieving excellent performance. Most post-80s college students grew up under the care of their parents, and their ability to do things independently is limited. Therefore, whether they can adapt to the future work determines the speed of college students and whether they can adapt to the ever-changing social environment.
Initiative: initiative refers to a person's active commitment to work without external force. The more active employees are, the more work they undertake, the more exercise they get, the faster they develop, and the greater their contribution to the organization. In the process of recruitment and selection for many years, we found that the higher the initiative, the better the job performance and the higher the position.
Responsibility: refers to a person's conscious and responsible attitude towards work and willingness to do a good job. Responsibility is a necessary condition for high-quality work. Irresponsible employees bring losses to the organization far beyond imagination. In a responsible organization like a financial institution, even a decimal point may bring millions of economic losses to the organization.
Perseverance: Perseverance is a manifestation of the quality of will, which refers to the spirit of persisting in pushing the work forward until it is completed in the face of difficulties. You will encounter many difficulties in your work, and it is impossible to achieve anything by giving up easily when you encounter difficulties. Resilience has a great relationship with employee turnover rate. A foreign language major in a university changed jobs six times in one year. There is only one reason for leaving every time. When he encountered business difficulties and interpersonal difficulties, he chose to escape. Such frequent job-hopping has brought negative effects to the organization and set obstacles for their career development.
Team spirit: Team spirit refers to a spirit of mutual communication, mutual cooperation, mutual complementarity and mutual responsibility, * * * collective wisdom, * * * brilliant achievements, * * * achievements. The work that college students undertake after joining the job is not only a simple operation task. It is more a task that is difficult to complete by one's own efforts and requires teamwork. People who can't integrate into the team will not be accepted by the group and won't get help from colleagues. There was once a college student who had strong qualities in all aspects, but he just didn't get along well with his classmates and liked to be alone. After taking part in the work, I was quickly pushed out by my colleagues and didn't want to work with him. This has greatly hindered their own career development and brought great losses to the organization.
Multi-evaluation technology to test the map of college students
The above six dimensions constitute the basic ability of college students, and different dimensions need to be evaluated by different evaluation techniques. Choosing the appropriate evaluation technology is the technical guarantee for accurately evaluating the six dimensions. Each link will adopt different evaluation techniques to ensure the accuracy of the evaluation.
The evaluation techniques for evaluating the six abilities are shown in the following table: MAP mental M attitude A interpersonal ability P learning ability adaptability initiative responsibility resilience team spirit basic cognitive test Structured interview mental health test Structured interview without leadership group discussion Structured interview motivation test Structured interview personality test Structured interview personality test Structured interview without leadership group activities Structured interview in recent years, based on the MAP model of high-potential college students, Adopting diversified evaluation techniques, we have helped many small groups to successfully select tens of thousands of college students. Years of practical experience tells us that to choose the right college students, we must first have accurate and scientific selection criteria, that is, the atlas model of high-potential college students; Secondly, we should adopt diversified scientific evaluation methods. Only in this way can we help enterprises to use the standard ruler, choose the right person and gain a sustainable competitive advantage.
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