Headhunting tribe ICXO.COM (date: May 23, 2006 1 1: 47)
-
A particularly popular management book this year, Boiled Three Kingdoms, has a comment: "Thought determines behavior, behavior determines habit, habit determines character, and character determines fate." This sentence is regarded as a classic by many people.
In a 40-minute interview with Chen Jialiang, president of FedEx China, the word "personality" appeared at least five times. Among his general criteria for selecting talents for FedEx, there is one: "He has an optimistic and positive personality". He even said: "Many times, the job seeker has a good academic background and answers questions well in the interview, but we find that his personality is not suitable for the service industry of international express delivery, so he will not be hired." Therefore, for FedEx, "personality determines work" should not be an exaggeration.
There will be an increase of about 300 people every year in the next few years.
165438+ 10 17, FedEx announced the official opening of its China branch headquarters in Shanghai. It is reported that the number of new employees of FedEx in China will increase by about 20% every year in the next few years. Chen Jialiang confirmed the news.
According to reports, in terms of opening branches, FedEx has set up 10 branches nationwide, and will add 5 or more branches every year in the future; In terms of serving cities, FedEx's service in China covers 220 cities and will increase by 65,438+000 in the next five years.
"It can be seen from the development plans and goals of the above-mentioned companies in the next few years that personnel development will be a very important part of the company's development in China in the next few years!" Chen Jialiang commented. He predicted that FedEx would add about 300 employees every year in the next few years. With the continuous acceleration of the localization process of management, FedEx will have higher and higher demand for managers.
The demand for talents is concentrated in three categories.
Who are the 300 people who increase every year? Chen Jialiang revealed that at present, the talents needed by FedEx can be roughly divided into three categories: one is manager-level talents. "FedEx attaches great importance to the localization of management talents, so many managers are recruited locally." However, he also said with emotion: "Qualified managers are really hard to find, because there are many enterprises in Shanghai, and everyone lacks talents in this field."
The other is professionals, such as IT talents and accounting talents. "Because our business volume is growing rapidly, we need a more complete system to make our finances clearer."
The last category is front-line employees, that is, couriers who send and receive parcels.
Tuition subsidy of $2,500 per employee per year.
To make employees grow up, it is necessary to strengthen training. At FedEx, every employee has a complete training plan, even the delivery personnel have to go through at least 40 hours of on-the-job training. Another example is the manager training plan, that is, within 15 months, promising managers will be selected for internships in different departments of the company to get a more comprehensive understanding of the company's business and prepare for playing a more important role in the company in the future. The company also arranged overseas training for China employees to broaden their horizons and master global management methods.
In addition, FedEx will also train employees in soft skills, such as getting along with different people and communication skills. "Professional knowledge is very important, but a person's personality is more important." Speaking of which, speaking of which, Chen Jialiang once again emphasized this view. In addition, every employee of FedEx can get $2,500 in tuition aid every year. They can use this scholarship to improve their cultural quality in order to develop better in the company.
Although different positions have different requirements for personnel, the company's culture determines a general evaluation standard, and so does FedEx. However, unlike the standards given by many multinational companies, FedEx has added several "people-oriented" standards.
The first is to see if the job seeker is a kind and upright person. "Only a kind and upright person can we believe that he will spare no effort to provide good service to customers, and we can empower customers with confidence."
Secondly, we should have an open world outlook and understand international practices. "Because I want to communicate with foreign customers and colleagues. Have a strong sense of service. "
The third is to have an optimistic and positive personality. "Because our work will encounter different situations every day, such as sometimes the weather is bad, the plane can't take off or arrive on time, and so on. If you don't have an optimistic personality, how can you calmly face these unexpected situations and take timely countermeasures? "
Finally, we should have a team spirit. "Our work is a link, a link, a person can't finish. We want to achieve a teamwork effect of one plus one greater than two. "
In view of the above three types of talents with concentrated demand, Chen Jialiang also gave different requirements: managers must have considerable management experience; Professionals should have certain professional qualifications and skills; Front-line distributors can have a college degree, but they must have a driver's license, basic English listening and speaking skills, and more importantly, their personality should adapt to the requirements of the service industry.
As mentioned above, FedEx attaches great importance to the personality of employees, so in the process of external recruitment, the first level is not to look at academic qualifications or professional knowledge, but to test whether the personality of job seekers is appropriate. Especially for front-line employees, the company will examine whether the other party has the spirit of hardship and can accept different challenges through some means. "Some people have good interview answers and high academic qualifications, but after the exam, their personalities are not suitable, and we will reluctantly give up what we want."
The second level is the interview. "Our interview is very practical. We don't need to know only theories and principles, but we shouldn't use people in specific jobs, so we should examine the actual working ability of job seekers. Mainly through the form of cases, such as asking each other,' What would you do if two employees had a fierce conflict?' What will you do if the employee's career development direction is not consistent with the company's development direction? Wait a minute. "
According to the different requirements of each position, the company will also set up different assessment methods. "For example, sales staff, FedEx generally does not use one-on-one interviews, but allows five or six job seekers to participate in activities together, and the interviewer observes. This method is very effective. "
It is worth noting that FedEx attaches great importance to the training and selection of internal personnel. Only when all internal applicants have been considered and interviewed, and no qualified personnel can be found, FedEx will start external recruitment.
Therefore, whenever there is a vacancy in the company, it will be openly selected internally first. The Human Resources Department will publish job vacancies on the company's internal website every week, and will also take out a certain number of leadership positions for public recruitment within the company within a certain period of time. All competitive employees can apply within one week, and then the relevant departments will arrange interviews.
In this regard, Chen Jialiang took his personal growth experience as an example: 1985, graduated from the history department of HKU and joined FedEx. Since then, he has gone from the account director to the freight station manager, sales manager and senior manager in Hongkong to the sales managing director in Central Pacific, and in April of 1999, he became the vice president of FedEx China and Central Pacific. At present, as the president of FedEx China, he is also the highest-ranking Chinese in FedEx.
He also said that in FedEx, there is no distinction between majors, and the company encourages employees to try new positions that are more suitable for them and that they are competent. There are many examples of successful flow between departments. Because of this, even if the internal job-hopping fails, the managers of the original department will not be upset because the employees want to leave.
Brief introduction of fedex
As the backbone of FedEx Group, FedEx covers 90% of the global gross national product and can provide door-to-door international express service within 24 to 48 hours. The company's unparalleled route rights and infrastructure make it the largest express delivery company in the world, providing fast, reliable and timely express transportation services to 220 countries and regions. FedEx delivers more than 3.2 million packages every working day, with more than 65,438+038,000 employees, 50,000 delivery points, 6,765,438+0 aircraft and 465,438+0,000 vehicles worldwide. Through FedEx's FedEx Ship Manager and FedEx Ship Manager software, the company maintains close electronic communication with more than 65,438 million customers around the world.
Service advantages of FedEx:
There are more than 50,000 delivery points around the world.
Transport your goods to all parts of the world through the world's largest freight fleet and flights.
Provide real-time package tracking service
Help you improve productivity, create value for customers and gain time advantage in the competition.
Landlord, let me tell you something about me. When I went to DHL as an intern, I was fluent in spoken English and standard in Mandarin, and I knew the local road conditions like the back of my hand (this is very important). I must be self-motivated and collectivist. Basically, these are my advantages. Interviews make people look confident and energetic. It is not difficult for me to go to a foreign company. I just need to believe in myself, whether it is successful or not ~
I hope my answer can help you ~
:)