Business management how to select talents .

1.Degree? It depends on what kind of business unit it is.

If the enterprise needs technical or practical experience talents, then the academic background is secondary to the personal work experience, which should be used as a reference. Conversely, if the company requires a talent with an academic background (e.g., a psychological counselor), then academic qualifications have to be considered. Of course, in addition to academic qualifications, it is also necessary to do some aptitude tests for individuals to see if they are required by the company.

2.Independent or team-based talent? Some companies that need creativity generally prefer independent and innovative talents when recruiting, such as designers (including image design, fashion design, advertising design, etc.).

When recruiting, pay more attention to the applicant's previous work. Of course, this is not the case for all businesses or corporate sectors. If you are recruiting talents from the management department or marketing and sales department, then the company tends to have talents with strong team spirit.

Because the work of these departments requires group division of labor and communication; If it is too independent and individual, it will produce conflicts, and the company will need to spend a lot of time mediating the conflicts, and the efficiency will be low.

3.Interview. Personally, I think that if the company attaches great importance to talents, an interview is a must.

Because through the interview, the company can get a general idea of the candidate's attitude and ambition towards the job. Of course, if financial resources and time permit, a probationary period or training can improve the working ability and talent competitiveness of employees. During the interview, the interviewer can be careful not to use his or her own preferences to determine the life and death of the interviewee, and focus on the overall situation.

I believe that good talents will be matched.

That's all I thought, and the rest of the thought was too scattered to say it. That's about it, though:

4.With positive, positive attitude of talents, not afraid of challenges.

5.With energetic talents.

6.With people who are always ready to do things.

Using these people can make the company see vitality, and it can also increase the company's competitiveness with other companies, even within the company. It will also not waste the company's financial resources and opportunities.

Of course, the situation of each company is different, and each stage of the company is also different, so in different situations, the company's requirements for talents are also different.

Team spirit is very important, don't just ask for academic qualifications, academic qualifications can't represent anything, it is said that there are few companies in the job fair to apply for very good fresh graduates, and not many fresh graduates are very satisfied with their companies.

I think it's a good way to go through job fairs, but it's good to be introduced by people in the company who know people well. Many people may think that this is too relational.

Generally, training is required to enter the company, as long as the profession is relevant, responsible, team spirit, and good behavior.

I went to a job fair the other day and was disappointed, looking at a pile of resumes piled up in front of each company. It's really hard to choose just by looking at the resume, how different can everyone be, and it's depressing.

When looking for talents suitable for each position according to their own business units, it is important to analyze what kind of abilities each talent should have in their positions to be considered excellent, and to do a psychological examination.

Suitable people, suitable positions, and select people according to their posts.

Let's do a job analysis first.

1. The company mainly uses two types of people, one is capable people, who have expertise in a certain aspect, such as technology, market, resources, etc., which can bring great value to the company, and the second type is general-purpose talents, the division of labor in the start-up period is not detailed, everyone may assume a variety of responsibilities, and the company needs to do what it does; 2. Employing people needs to be eclectic, only for use, do not overemphasize loyalty, cultural conformity, start-up enterprises have not formed any culture, and do not expect employees to work with you for a long time. 3. Incentives should be in place for capable people, because the ability to pay is limited, more long-term incentives such as dividends, tenure incentives, and equity options are used to give employees future expectations.

First of all, it is necessary to form an institutional system that is suitable for the situation of your company.

1. Fully understand the employees of the enterprise, everyone is so simple to themselves, but so complicated to others. As a manager, it's not easy to get to know your people well. But if managers understand their employees well, things will go much more smoothly.

As the saying goes, "A man dies for his confidant". A manager who understands his people well will be a first-class manager in terms of productivity and relationships.

2. Listen to the voice of employees, managers of small and medium-sized enterprises have a strong self-assertion, which helps to solve problems decisively and quickly, but on the other hand, it will also make managers insist on going their own way, unable to listen to the opinions of others, resulting in decision-making errors. In the management of enterprises, listening to the voices of employees is also an important way to unite employees and mobilize enthusiasm. In addition to problems, an employee's mind will lose his enthusiasm for work, and it is impossible for him to accomplish the tasks you give him.

At this time, as a manager, you should patiently listen to his voice, find out the crux of the problem, solve his problem or be patient and enlightened, in order to help achieve your management goals.

3. Management methods are often innovative, management staff are like driving a car, the big driver of the air tour needs to be careful to look at the indicator and the road surface when driving, there are new changes in the road surface, the pointer of the indicator has changed, he should turn the steering wheel to prevent the car from rolling over and hitting people. The same is true for managing employees, who need to keep their employees on a set track by carefully observing and adjusting frequently to prevent biases. In a stable large enterprise, managers should pay more attention to the various changes of employees and flexibly use various skills to manage subordinates within the basic management framework.

For active SME managers, their responsibilities are even greater. Not only can they not manage their subordinates in a rigid manner, but they also cannot use a fixed model to involve the blueprint of the enterprise.

I think companies know that graduates have multiple offers, and if they are the talents they need, they will continue to throw olive branches.

So what are the criteria for enterprises to select talents?

1. Have a strong sense of initiative and responsibility: pursue progress, dare to take responsibility, be able to persevere, and do your job independently.

2. Have good organizational skills: be able to lead and motivate subordinates, have good working and interpersonal relationships with colleagues, and be able to help others.

3. Strong analytical ability: be able to think about the problem comprehensively, accurately find out the essence of the problem, analyze the complex events and draw reasonable conclusions.

4. Strong expression and communication skills: be able to express their own views concisely and persuasively, have an impact on others, and at the same time have an objective and open attitude to absorb others' suggestions and feedback.

5. Be creative: Be creative, play creatively, and have the ability to discover new ways of thinking, working methods, and the best way to achieve and achieve a certain goal.

6. Have a good team spirit: a talent with leadership ability should be able to lead a collective to achieve the best results, know how to stimulate the enthusiasm of the people around him, make them unite as one, coordinate and cooperate, and play the best individual and collective role in the work.

7. Have an upright personality: excellent talents are not greedy, cunning, selfish, can do their best for the work they are engaged in or the company they serve, and strive to follow the principles of honesty and integrity in every work.

8. Have the ability to learn: learning can increase people's knowledge and talents, so as to help the company achieve the desired purpose. Only by being good at learning and continuous learning can we keep up with the pace of the social era and adapt to the requirements of the continuous development of enterprises.