When you read this article, which means that the two words "talent" is not strange to you. Also reflect your focus on how to use a more effective way to find the appropriate talent, and retention of choose and employ persons. To establish a strong talent base, company or organization, let leadership more easily lead to have centripetal force, cohesion, and performance of the team. 

Every jouney begins with one step, this article, I will bring excitement from the macroscopic angle to share with you the first key;

Select Talent

Now that talk about "talent", let me get a consensus on understanding.In this article, "talent" refers to an enterprise that can play a good fit for work and for (for the convenience of call, in the next article, I will to sum up the official "enterprise" and the non-profit organization) with proper performance. 

Looking for the talent is the foundation of the enterprise is the most important link. In many Chinese territory and, although many people, but to find the right person to do the right thing is a challenge. The so-called "well begun is half done", successfully find suitable talents, enterprise will get twice the result with half the effort. On the other hand, new employees not only unable to provide proper value, may also be a burden and unnecessary resource depletion. Costs include the physical salaries of employees while in office, more is an intangible costs a lot of different. For front-line staff, it can be directly or indirectly affect the performance task cost; For production can be caused by the loss of raw material, invisible loss or delivery delays. In addition, the direct supervisor for teaching new staff caused the opportunity cost of time is also a factor should be considered. Invisible loss not only influence the normal operation of the enterprise, the mistakes made by the new employee may also affect the reputation of the enterprise. Therefore, it is very important to find the right person. 

Really to China this year after the implementation of labor law, the enterprise of talent selection must be more careful. The key is to choose how to more effectively to the right person? The simplest method is to make the talent experts this "matchmaker" role, for reliable head hunter and talent services, heavy crisis moment into business opportunities.The personnel department of Guangdong province talent service is one example, attract and screened by reliable government background individual specialist Dr, connecting platform, helped many companies are more likely to find the right professional choice.

Basically, the talent service has four benefits: 

(1) the more choice, HR service agency is just like a toolbox of different treasure, enterprise can find the right talents according to different requirements,

(2) to save time some companies may make personnel advanced interviews, it is justifiably for middle level positions below, however, it will have some special challenges for hiring senior positions.To save on top of the time, good talent service by professional screening candidates will assist executives need to interview, this will greatly save the than to waste time.

(3) the permeability was not thinking of jumping ship."out whoever needs help with talented people are in the class, even with the rest of the process, they will soon be" hunting ".Through the talent service will play the role of the treasure. At the beginning of this, also can help enterprise find formal labor employment outside of the project services. In foreign countries, this kind of practice provides the flexibility of operation cost, also provide talent into the enthusiasm.

(4) avoid exposing sensitive information. Published advertisement often reveal a lot of enterprise information, including changes in the enterprise, the situation, and strategy. HR service agency in the insulation will be the best information.Therefore, when the enterprise in the recruitment to answer the above questions, before it's easy to find a way to get twice the result with half the effort.  

Whether talent service since it is so good, foolproof, and solve all the problems?

Actually  there are some challenges of outsourcing hunter. Is a key link in the process of the most common customers tend to commit their  expectation is to give hr service "agent". It doesn't work, the expected value of the enterprise itself is comparable to everyone's taste, some people like sweet, some people ke salty, while others like light. This must be determined  by yourself. The best talent is not necessarily the most appropriate. But the companies know their own expectations, personnel service agencies to more effectively find the right person.

Industry leading firms typically have a set of perfect assessment tools expectations will be based on two factors: (1) the type of work and (2) position. Jobs generally divided into two large area, management and technology. The required expectations, of course, also different. In addition to the consideration of education background, it is more important to also consider comprehensive conditions prompted them to perform the task. Let me share one of the most common seven expectations:

1. Experiences

The length of the work will let you know the applicant for the industry of familiarity. However, the performance and the data will reflect the strength of the talent and outstanding performance will show his enthusiasm and working attitude of doing things. For example, a senior manager to assist the enterprise in three years in nine countries successfully developed branch, and the turnover from $200000 a year in Asia Pacific region has increased by 100 times earnings.This performance will reflects the strength of the talent. 

2. Competencies 

It will determine whether the applicant can play the role of jobs in a short time.

Generally can be divided into two kinds of hard and soft skills; Technical and professional skills is a hard, drive more harmony between people and inspire others to perform the relevant functions are the soft skills.For example, as an outstanding leaders with knowledge management system belongs to hard. And after all need people to perform the system framework. As a result, leaders need to master the listening skills, guide skills, leadership skills, and dealing with problem solving and other soft skills will become the driving force for the progress of the executive team. These two skills is just like a pair of chopsticks, but use two chopsticks together when can be the best. Once to offer an international electrical enterprise consultation when they run into such a small episode. The enterprises had one thousand managers in China, the majority of the manager's background of senior technical ability, but in middle managers and senior management of effective communication is just this group of middle managers' weaknesses.

As a result, the frequent unnecessary misunderstanding. Worse authorities this without being aware of the root of the problem is appeared on the communication, due to top management faltered faith in their ability to execute. Through a series of assessment and the promotion of business presentation of middle managers and communication ability, the enterprise hair smoother operation also help them to improve the operation performance. Due to the enterprise more smoothly completed the planned targets, they then take efficient communication and business presentation career planning into each managers should possess. 

3. Characteristics & Attributes 

Different positions and roles of talents tend to have a different personality traits.

Like the wings of the bird let them fly, squirrel tail to make it balance. Reverse application will appear the phenomenon of "kill on the wheel", not only limited the play to the talents of his expertise, more influence.By analogy, different personality traits is suitable for different position, for example, a sales engineer and general engineer's character is different from general engineer, they generally active character of being outgoing, enjoy working with people make them more handy skill contact business. And on the contrary, the research and development department (R&D) engineers need is creative and excellent analytical skills. Character analysis and career planning is a professional field, often it is not difficult to find the related consulting services in the market such as DISC, MBTI nine personality. 

4. Personal Values

Clear the value of let a person see the big picture more clearly, when people to the decision of the crossroads, values will play an important role. In other words, what is the driving force behind the talent job?Such as: integrity, honesty, freedom, family, love, love challenges, create, fame, money, team harmony, stability, etc.In front of the recruiting talents, the enterprise should coincide precedent out some key elements of the enterprise culture and the position. Example: the personal value of the financial personnel and sales personnel at the front is completely different. 

5. Family Background 

The background of the practical and hero, talent growth will affect his way of doing things.Obviously after 60, 70 s and 80 s due to grow in different environments, have different ways of doing things, struggle and endurance are generally different. Common phenomenon, the 60 s and 70 s due to growth in difficult economic background, are generally more hard work. Encounter difficulties, can stick to, appreciate and have a strong centripetal force.Since 80 after growing up in a single environment, focus on their own consciousness is generally strong.A bamboo pole, of course, people with the same brush is not fair, because the family background is different, after all, behind the individual talents. This will lead to different values, independent ability, adhere to the force and the team. 

6. Attitudes & Mindsets

If compared ability to car wheels, the mind will be the engine. Everything happened with two sides, we can choose to look at it with a positive or negative attitude.Thinking determines our behavior action, due to choose different activities, it will determine our results. Therefore, "thinking determines the fate of a person". Saying a seaside hot dog vendor, his business is very good, but always to the education of his few felt, put all your hopes in the only son, let him read the best universities. When the child at the graduation finally didn't live up to expectations, got his first class honors degree.One day a father and son rare reunion, the father said, "baby you did a few years of economics, who the hell is, can you teach me?" The child was so happy to share with his father to the entire economic depression, also shows a lot of the collapse of enterprises, finally proposed the father carefully. Father feel very reasonable, the second day have shrunk hot order, work intangible ended early, late customers are disappointed. A few days in succession, the customer should also didn't buy delicious hot dogs and thought that the booth has been closed, gradually no longer to come back. After a while, vendor also due to the reduce of customers continue to reduce his order every day. Finally, at the end of the business of that day of, the vendor said to the child, "son, you're right, the recession, thanks to you narrow your business was alert me!"What is the doctrine of this story? Whenever our positive attitude, is just like the car into gear. Choosing a negative mentality, the car will card or back. Destiny of thinking, you don't want to recruit a specially designed for you go against the trend of the driver. Therefore, positive thinking and talent selection factors must be considered. 

7. Personal Qualities 

Have some quality can be learned, but there are a lot of quality must be innate. Situation is just like a high quality seed need fertile soil to abundance of fruit. Similarly, fertile soil also must have good varieties to let the farmer planted the seeds of sweet fruit. Some key qualities include: intelligent, common sense, IQ, Eg: strain capacity, natural leadership (natural leadership) and good habits. These some quality will determine the candidate's development condition and to work for, to predict the person is entered, is for enterprise to bring the wasted effort, or twice the result with half the effort. 

A famous president in recruitment of a regional director for the automobile manufacturing industry, through a sieve decided to interview the candidates personally. His individual invite them to dinner and then make a decision, and be entered to the director of the curious asked: "during the dinner, you didn't mention about the job, Mr President, please, how do you make this decision?" President smiled and answered "you visit habits! Is respectively, when you drink soup taste a salt, again after another gentleman but added salt soup again. Someone who is in charge of this responsibility must be able to understand the market situation to decide." This small story from life details we can observe the candidate's personal qualities. Some apply for the master often can rational tell what you want to hear, but the leopard cannot change never good, details see reflects the true him. Of course, the enterprise also can consider to use the game to test the candidate's habits and characteristics.

Talent Identification Methods

Nothing more than the commonly used method of two kinds: internal cultivation and recruitment of "airborne". Each have advantages and disadvantages, how to choose?

There are five factors should be considered:

(1) time budget - depending on the field of study, some training can take a long time. As a financial talents needs certain time professional learning and practice. External benefit is can shorten the learning time delay.

(2) enterprise culture idea - professionals if the entrenched corporate culture to another, there will be many contradictions. The reason is that different enterprises in making choices is matched with the corporate culture. A similar problem, therefore, is likely to choose a different approach. As the manager of the innovation enterprise culture in trying new methods, easy to the team with the support of boss. However, strong management of the enterprise culture must pass the consent of the boss to get the corresponding resources.

(3) in terms of the jobs - whenever new employees into the enterprise, takes time and effort and understanding the direct supervisor and colleagues. In order to avoid the mess of things, the boss will also need time to build on the trust of the new staff. From the perspective of internal promotion, it will significantly reduce the time of break-in.

(4) new blood effect-foreign talents with innovative ideas and ways of doing things, this is conducive to enterprise try, especially for break through the bottleneck of the enterprises.

(5) loyalty - stimulate the growth of the older employees intangible promotion of staff loyalty. Frequent job-hopping record means that the applicant will continue to move. This is not conducive to enterprise long-term growth.
 

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