To do human resource work, we should grasp the company’s development strategy. Generally, we need to consider the needs of each department of the company. In particular, as a company’s big boss, which aspect of the company is most concerned about? Of course, I believe the vast majority will answer “business sales.” Indeed, there is no denying that business is the lifeblood of a company’s survival and development. So who will do the business? Of course it’s human! Therefore, today’s wise and intelligent BOSS people pay attention to two major issues for the enterprise: business and people. If there’s only one issue to be chosen finally, it’s people.

To set up the most functional and powerful fighting team, the BOSS went for many specialist in different field, including products, sales, marketing, management, law, team structure, equity structure, etc, and make interview of every member for different positions in team, to make sure each people to be the most suitable and potential choice for each seat.

We often talk about hiring with a business mindset, but have you ever thought about how the company’s business is in charge-how does the company’s BOSS figure out recruitment? If you want to work easily and do more with less, then you have to trace the source and grasp the “heart” of the boss seeking talent.

Next, let’s talk about what the BOSS thinks of seeking talents?

1.Useful is the Hard Truth

In the fast-paced era, except for individual positions that are really not suitable for “airborne soldiers” to choose “original soil cultivation”, most BOSS cannot afford to train talents slowly, and pay more attention to tapping the potential of talents and motivating talents. Of course BOSS hopes that the visitor will be useful. The so-called cooperative honeymoon period generally does not exceed 3 months. Regardless of whether the visitor is a field-proven and outstanding leader, or Kong Que Youlan’s prodigious wizard; time is only 3 months, “is a mule or a horse, pull out and slip away.” The three-month probation period for newcomers to the company is derived from this. Further, BOSS usually values these two points when selecting talents.

1.1. Have you done it?

BOSS is recruiting troops to expand new business or change current business bottlenecks. Therefore, they are first looking for candidates that are similar to the ideal talent in their minds. In this process, bosses often commit occupational diseases with a “halo effect”. That is to say, when I see that the candidate has a high-level background in a large company, I am amazed. Human recruitment usually also passes the primary barrier of initial candidates for BOSS.

1.2. Did you succeed?

Excellent BOSS people will constantly participate in learning exchanges, expand their horizons abroad, and look down on the global economy. For example, our Jiejie’s big boss boss has both decades of practical entrepreneurial experience and a knowledge education background. Such BOSS people pay more attention to that while candidates have relevant work experience, they will pay more attention to the actual results of their work. They usually pay attention to the background of the candidates when they are engaged in similar business (company status, industry status, team status), the specific content of the work task, the details of the management promotion in the implementation (how the indicators are broken down, how the work is divided, and in practice Internal and external conditions), the final outcome of the project (success or failure? What are the reasons? What are the factors for failure? And how can they be improved?). At this point, I have to admire that BOSS is a natural professional recruiter!

2. Temper Is the Real Demand

The rigid clause of BOSS in talent selection is the degree of adaptation of talents to the business capabilities of the enterprise. So what are the other important underlying factors? The technical term is “team integration”. What we say in a more general way is to see “whether it is temper”. BOSS is also a temperament person. No matter what, they hope that the partners can have a common language with themselves. At this time, the BOSS mentality is like finding a lover. They focus on observing the candidate’s words and deeds and experiencing realism in subtle ways. Even some bosses will have lunch or afternoon tea with the candidates; talk about their life experiences, talk about the past and talk about the future. In the process, candidates who are less vigilant will inadvertently reveal their true nature. After all, BOSS is BOSS, whether it’s spring breeze, appreciation, or indignation and empathy; their hearts are as calm as water and taste. In his opinion, the criterion for judging is whether the candidate’s drive, values, and temperament are consistent with himself.

3. Expectations Are the Real Choice

Rigid and soft go hand in hand. At this step, the selection of BOSS seems to be successful. In fact, it is true that it is the candidate who wants to make BOSS look forward. What does BOSS expect? What they are hoping for is that the candidates can fulfill their wishes as soon as possible. These expectations not only have a good business development, but also relieve their pain points (such as: the unity of the management team, the sense of responsibility of employees, and the effective promotion of management performance goals). Therefore, BOSS hope that candidates can tell them clearly how to solve these problems step by step when facing these problems. It can be expected that the solution will finally contribute to the final step of BOSS selection.

We must understand that the original intention of BOSS is to select talents and make good use of them, the BOSS of FIXMAN did the same thing. As the personnel and business team manager of the company, in the daily recruitment selection, we must grasp the mind of BOSS and understand the thinking of analysis and selection; in order to take the first step of recruitment correctly and efficiently.