First, there is no face-to-face and meticulous communication with the manager of the employing department on the recruitment issue. You don't have to have profound professional knowledge and just stay on paper, but you have to master the artistic skills of being a man.
Second, as the recruitment supervisor of this department, Zhou Xiao didn't report and communicate with his direct supervisor-Human Resources Department. It is also taboo for professionals not to report their work to their superiors in time. You can think about it. If Zhou Xiao explained the situation to Liu Jingli in time after the first failure, would Manager Liu sit back and let him make the second and third mistakes, so that he finally angered Manager Wang and directly complained to the boss about the human resources department? Definitely not. The manager of the human resources department! It is precisely because Director Zhou did not take the initiative to report the work and did not report the problems and abnormal situations in the work to the leaders in time, which eventually led to such an unfavorable situation in the department. Therefore, Zhou Xiao has done a poor job in communication, both externally and internally.
Thirdly, the recruitment channels in Zhou Xiao are too single. Only website recruitment is considered, but the lowest-cost recruitment channels-internal competition, on-site recruitment and other channels are not considered. As a result, a tree is dead and my road is narrow. In addition, it is not surprising that Wang, the candidate manager, was rejected. Imagine that I mixed a fresh peach in a basket of rotten peaches and let you choose. Do you have the patience to choose that fresh peach?
Emotion, Treatment and Career —— Correct Application of Tidal Effect
Tidal effect-using feelings to unite people, using treatment to attract people, and using career to motivate people will attract more and better talents. Just like the spring tide when the celestial body has high gravity, the "tidal effect" of the small tide appears when the gravity is small.
In fact, anyone can say that people are condensed by feelings, attracted by treatment and inspired by career, but it is not easy to do it well.
Emotional cohesion is the foundation, and heart-to-heart communication should be remembered.
If a person wants to choose a company, first of all, the company should be recognized by its employees. Both the enterprise and the boss are "black or not", respecting or disrespecting employees and treating employees as "people" or "tools". The humanistic care of these enterprises constitutes the emotional foundation of enterprises and employees. Of course, this first requires enterprises and managers to put themselves in other's shoes, treat employees as friends and partners, and treat them equally and sincerely in order to get sincerity. The "corporate culture" written on paper and stuck on the mouth seems to be grandiose, but in fact it is "two skins", which can not be touched and sincerely felt by employees.
Attraction of treatment is the premise, and salary and benefits are not deviated.
People's survival is inseparable from money, and it is the premise for employees to work hard to get the rewards they deserve through their own labor. First of all, let employees feel that they have gained something and paid something. Secondly, there must be a welfare policy that is deeply rooted in the hearts of the people, which can effectively motivate employees for a long time than high salary. If the salary and welfare policy is properly applied, the employees of the enterprise will be stable.
Career motivation is the most important, and the company runs together.
Enterprises should have room for development and employees should have a growth ladder. There are no swift horses left in the yard, and there are no dragons hidden in the pond. Employees need to give full play to their abilities and have a stage for growth, which is also an important reason why small enterprises and slow-growing enterprises cannot retain first-class talents. Therefore, enterprises should have self-knowledge and choose corresponding talents, otherwise it will not only be difficult to retain, but also delay talents. The development of enterprises is consistent with the cultivation of talents. Enterprises give employees room for continuous development and a stage for expansion. While making contributions to the enterprise, employees get material income, upgrade their skills and get corresponding promotion. The development of enterprises and individuals grows synchronously, and employees will naturally guide them to share joys and sorrows with the company when they see the hope and future.
One person and one policy are indispensable, and it is very important to prescribe the right medicine.
It is very important to manage, use and train talents across the board, but it should be different from person to person and suit the remedy to the case. There should be different policies for different ages, different experiences, different personalities and different conditions. The newly graduated college students mainly value the development space, and finding a suitable partner is also an important factor. With different ages, issues such as household registration, children's education, housing and old-age care will also become important aspects of retaining talents. As long as the company cares about talents and provides them with space to develop their talents, the tidal effect can be realized.